Research On The Optimization Of Incentive Schemes For Basic-level Personnel Of H Water Supply Company In Changsha

Since the beginning of the 21 st century,with the demand for high-quality infrastructure has increased dramatically.It became more and more difficult for domestic and foreign government to act as a major investor in fundamental construction due to the increasingly tight fiscal budgets.In the actual operation of BOT project enterprises,the problems of enterprise management emerge constantly.Especially in terms of incentive schemes for grassroots employees,most BOT project enterprises lack perfect incentive schemes,resulting in problems.In this dissertation,the goal is to analyze the implementation of incentive plan in BOT enterprises,using Changsha H Water Supply co.,ltd.as a research case.With multiple ways of analytical tools such as field investigation,questionnaire and interview.Based on the current operating situation of the company,it was observed that the incentive plan on entry-level staff has some limitations.Firstly the managing ideas and internal management systems are outdated and ineffective.Besides,undifferentiated incentive methods in place meaning the diverse needs among employees are overlooked.The incentive plan lacks of pertinence.Also,the training system is incomplete.As a state-owned enterprise,BOT project company is not operating in a highly competitive market.Entry-level staff functions on single obligation.On the other hand,the pressure of profitability is on,same as private-owned enterprises.All kinds of contradictions lead to the inevitable result of above problems.To better illustrate,supporting theories are used including the Maslow’s hierarchy of needs,Expectancy valence theory,J.S.Adams’ s Equity Theory,and Two factor theory researches.To improve these shortcomings,based on the practical needs of entry-level employees of Changsha H water supply co.,LTD.,the following improvement plans are formulated: redesign scientific management system;implement diversified incentive schemes;personalize different incentive plan;and continue developing training systems.Furthermore,the motivation and enthusiasm of employees could be inspired by better understanding of their ability and personality,and by meeting their reasonable needs.By all means,a comprehensive incentive system is achieved.Continuing polishing and reforming the incentive program is a long-term systematic project which changes constantly over time.That requires far-sighted opinions,scientific management style,and reality-orientated operations,tobuild and optimize the incentive plan not only fulfilling the fundamental demands of employees,but also fit in perfectly in BOT project enterprise.The core discussion in this dissertation is to solve unreasonable incentive mechanism of BOT enterprises,and to establish a set of scientific and practical incentive schemes.In that way employees will feel supported and free of concerns,which increase their sense of belonging to the company,and helps realizing their personal value and social value.The ultimate goal is corresponding to the interest of employees and goal of the company,to achieve win-win for both sides,and to provide a clear train of thought for the future growth BOT enterprise.