A Study On The Motivation Of Grass Roots Employees In Company A

Human resource is the top priority of modern enterprise development and management.Good human resource management can play its maximum role on the basis of effective concentration of human resources,so as to better promote the development of the enterprise,and it is for a good human resource In terms of management,it includes issues such as the selection and appointment of talents and incentives.Grassroots employees are not only the creator of corporate value,but also an important foundation for corporate development.As one of the country’s important energy industries,the power industry has the characteristics of a state-owned enterprise and has a higher demand for high-quality talents,because only high-quality talents can maximize the advantages of the company and improve its comprehensive competitiveness.This article combines the actual object of A company and uses various methods such as questionnaire survey and data collection to investigate and analyze the work needs of grassroots employees.From the two levels of salary incentives and performance incentives,it further clarifies the current level of grassroots employees of company A.Incentive mechanism and operating status,combined with relevant incentive,salary and performance management theories,provide a theoretical basis for the formulation and optimization of A company’s performance and salary incentive measures,and strengthen the A company’s human resource management to better promote the development of the company.From the analysis of the survey results in this article,it can be seen that A company has certain shortcomings in terms of performance management and salary incentives.From the perspective of performance incentives,the company mainly has problems such as insufficient clarity of performance appraisal indicators,lack of feedback mechanism for appraisal results,and the scope of performance appraisal subjects that need to be expanded;based on the level of salary incentives,there are mainly problems in the salary system lacking fairness and benefits The unreasonable distribution structure and mechanism and the single form of compensation incentives.On the basis of further clarifying the above problems and various influencing factors,targeted optimization measures and suggestions are proposed.The following conclusions were obtained from the research on the motivation problem of the grassroots employees of A company: highlight the differentiation of performance salary accounting from the performance incentive management,improve the existing performance appraisal indicators and strengthen the communication and feedback effect of the performance management process;regarding the needs of incentive management Further optimize the welfare system and salary structure ratio to ensure the effective implementation of the broadband salary system.And it is necessary to formulate corresponding safeguard measures to ensure the smooth implementation of company A’s performance and salary incentive plan.