Study On The Optimization Of Incentive Mechanism Of Toll Staff In H Highway Company

With the continuous construction of China’s expressway,the density of the road network increased,accessibility significantly improved.It is more and more convenient and safe to use the way of highway driving.It can be said that highway has been the preferred route for people to travel far and wide.At present,the highway is in an important stage from adapting to the Socialist market economy to building a complete enterprise system,and it is also an important stage in the transformation of factors such as the satisfaction of highway highway workers.Due to the special work nature of the highway,long-term work in the guard box,married employees have less or irregular time to go home for reunion,which constitutes a potential family conflict,unmarried workers face problems such as difficulties in falling in love and marriage.Many employees can not perfectly balance their lives and people’s lives.This is a long-standing problem for most fee-paying workers in our country,severely limits the initiative of fee-paying workers.Therefore,how from the management perspective,to reflect the humane care of the highway,people-oriented,Seek truth from facts to improve the professional enthusiasm of toll collection staff,enhance team cohesion,and establish a good working image,is our country’s current situation,problems faced by highway enterprises.In this paper,the H Highway Company as the research object,in order to study the existing incentive mechanism of toll post staff optimization.Based on the incentive theory,this paper analyzes the problems existing in the present incentive system:(1)neglecting the internal needs of the employees in charge posts;(2)lacking of the role of the reward and punishment system;(3)lacking of systematic training for the employees;(4)narrow channels for career development;In order to set up a scientific and effective incentive model,improve the enthusiasm of toll employees,and promote the development of road cause.In this paper,the H highway company through the work of toll post staff status,proposed several optimization measures:(1)pay attention to the internal needs of the employees in charge posts and establish diversified incentive measures.(2)to create a clear corporate identity,to obtain the identity of the enterprise employees,thereby enhancing the responsibility of each employee.(3)to expand the rich forms of incentives,promote the "internet + " training methods,improve the business quality of paid staff to expand their business skills.(4)establish a professional post system so that people can make the best use of their talents and employees in each post can be more professional and focused.(5)to build a flexible incentive cycle,the implementation of "small jogging" salary increase mechanism,so as to increase staff’s sense of achievement and satisfaction.Incentives are not constant,and appropriate and reasonable incentives,like other management measures,apply to a particular period of time.If the external environment of the expressway operator changes,the incentive effect will change correspondingly.Therefore,the incentive measures should change correspondingly with the change of the environment,this is the only way to achieve a better incentive effect.