Salary Incentive System Of B Pipeline Project Personnel In N Water Supply Company

Compensation is the most important and direct incentive for an enterprise.On the one hand,establishing a scientific and reasonable compensation system can give full play to the initiative and enthusiasm of the project staff.At the same time,it can also retain talents in the era of increasingly fierce talent competition,attract talents,and finally build up a competitive and well-qualified talent team.At present,many water companies in our country generally have the phenomenon of high talent turnover rate.Especially grass-roots employees have a certain degree of dissatisfaction with the pay system.How Improving the initiative and enthusiasm of employees has become one of the most important research topics for pipe-line construction project managers of water supply company,which has the most direct and positive effect to bring into play the economic and social benefits of water company.This study analyzes the salary status of pipeline construction project personnel in N water supply company in detail,summarizes the existing problems in the current compensation system and the related factors that lead to various problems,and synthetically applies practical experience.The salary incentive theory and the human resource management theory have established a set of feasible compensation incentive system with practical use value.The established salary incentive system has been put into practice in B management project.Standardization of evaluation system and establishment of dynamic adjustment mechanism effectively ensured the smooth implementation of the scheme.Through investigation,it is found that the salary incentive system established in this study has greatly promoted the work enthusiasm of the workers in B pipeline project,and has reference significance for the design of salary incentive system and the human resource management work of other water supply companies.