Study On Employee Incentive Mechanism Optimization Of XB Pipeline Company

With the progress of science and technology and the continuous development of society,the competition between enterprises has changed from the competition of products and prices to the competition of talents,and the important role of human resource management in enterprise management has become increasingly prominent.G long-distance pipeline running state-owned enterprises as a large state-owned enterprises,how to avoid the deficiencies of the system and mechanism,establish a scientific and efficient and adapt to the development of the enterprise employees incentive mechanism,so as to give full play to G run long distance gas transmission pipeline is state-owned enterprise staff's work enthusiasm and initiative,maximum development and utilization of human resources,enhance the core competitiveness of the enterprise,improve enterprise employees' job performance is of great significance.This study adopts literature research,questionnaire survey and data analysis method to study the current situation,problems and optimization measures of incentive mechanism of state-owned enterprises operating G long-term transport pipeline.Firstly,according to the combination of Maslow's theory,two-factor theory and Potter-Lawler theory and incentive mechanism,the incentive mechanism system is constructed through the division of employee demand hierarchy,health care and incentive factors,and external and internal factors,so that the incentive system constructed covers multiple levels.Secondly,this paper analyzes the incentive mechanism of enterprises operating G state-owned long term transport pipeline,aiming at the four major incentive means of state-owned enterprises' incentive mechanism:training,performance,promotion and salary.Then,questionnaire survey was conducted to investigate the problems and causes of the incentive mechanism of enterprises operating in G state-owned long term transport pipeline,including incentive means,material incentive dimension(salary,welfare,etc.),spiritual dimension(promotion mechanism,training,etc.),and incentive effect satisfaction,etc.Through questionnaire survey,the following conclusions can be drawn:1.Through descriptive analysis,it can be concluded that the overall satisfaction evaluation of employees of G state-owned long Term transmission pipeline operation enterprise on the incentive mechanism is low(2.61±0.82),among which the salary satisfaction is 2.48±0.86,which becomes the main factor of low satisfaction of the incentive mechanism.2.Through one-way an OVA,it can be concluded that the "young and middle-aged group"(18.8%)and "grassroots workers"(18.8%)of the state-owned enterprises operating in G have a high demand for "promotion" incentive.In G,10.9% of employees in state-owned enterprises operating long-term transmission pipeline have training and learning needs,among which highly educated talents(21.4%)and young employees(19.8%)have the most urgent demand for educational training and motivation.3.Through regression analysis,it is concluded that indicators of "performance management","compensation and benefits","training and learning" and "promotion and development" are significantly correlated with the satisfaction of incentive mechanism,while the P value of "interpersonal relationship" is greater than 0.05,indicating that interpersonal relationship has little influence on the satisfaction of incentive mechanism.It can be seen that training and learning,performance management,salary and welfare,promotion and development will become the key factors affecting employee satisfaction with incentive mechanism in state-owned enterprises.Finally,based on the existing problems and causes of the incentive mechanism of G state-owned long distance transport pipeline operation enterprises,the corresponding optimization principles,measures and guarantees are proposed.It is expected that this paper can also provide some references for the research on the incentive mechanism of state-owned enterprises.