Study On The Optimization Of Production Line Employee Incentive Management In R Company

In recent years,the Liannan Yao Autonomous County has grasped the policy dividend as one of the areas for industrial transfer under the provincial government "Double transfer" plan,fully relying on the support from Guangzhou and Yuexiu District counterparts,and increased efforts to attract investment,since the 13 th five-year plan,a total of 287headquarters-based economic enterprises have been introduced,with a cumulative tax payment of 1.654 billion yuan,contributing 190 million yuan to county-level revenue.However,because of Liannan's weak economic foundation,poor traffic conditions and imperfect industrial chain in the upper and lower reaches,various kinds of "Acclimatization" have occurred in some of the imported enterprises to different degrees,if can not recruit people,the staff troop is not stable,the profit drops and so on,restricted the enterprise to further expand the production,is difficult to sustainable development.How to use effective means to optimize the incentive system in human resource management and improve the core competitiveness of enterprises is an urgent problem to be solved.The paper takes R Company as the research object,using the theory of human resource management,questionnaire,literature research,case analysis and other research methods,to explore the method suitable for the optimization of R Company's employee motivation system.Through investigation,there are some problems in the motivation management of R Company's production line employees,such as salary motivation does not vary from person to person,promotion motivation does not produce motivation,training motivation does not tailor-made,cultural motivation does not focus on the soul and so on.At the same time,according to the relevant factors of incentive effectiveness,The paper analyzes the three causes of the problems,which are that the management does not make clear the incentive demand state of the production line staff,the incentive measures do not aim at the difference of the incentive demand of the production line staff,and the reinforcements fail to support the intensity of the incentive demand of the production line staff.In view of the above-mentioned problems and reasons,the paper uses the motivation theory to make clear five optimization principles,such as demand orientation,the combination of enterprise goal and personal goal,paying attention to fairness,combining material motivation with spiritual motivation,and strengthening in time.From the promotion salary treatment fairness,strengthens the welfare safeguard the pertinence,the optimization training way,broadens the promotion channel,creates the warm heart enterprise culture and so on five aspects,this paper puts forward some specific countermeasures and five measures for optimization,such as perfecting the calculation and assessment methods of performance salary,advanced year-end bonus,increasing the base of payment for five-insurance and one-fund,self-service integral benefit,shuttle bus transportation,improving the working environment,adding a full-time training institution,optimizing the design of training courses,supplementing the teaching staff,doing a good job in the evaluation of training effect,implementing the parallel mechanism of position and rank,setting up a new vice-squad leader of production line,ensuring that the promotion process is fair and open,giving full play to the advantages of the Party organization of the "Two new" organizations,evaluating the stars of production,creating a warm atmosphere in the workshop,establishing the mechanism of "Helping to push and guide",publishing quarterly periodicals of companies,adding feedback carriers of opinions and so on,in order to optimize the incentive management of production line staff,continue to effectively expand R company production line team and promote the new production line.