Research On The Improvement Of The Bonus Distribution Plan For Grass-roots Employees Of Jiangsu Tiancheng Construction Group

In employee's salary management in modern enterprises,salary of grass-roots staff is usually divided into two parts,basic salary and bonus.Basic salary is confirmed by average wage level of the industry,but allocation plan of bonus not only influences working enthusiasm of grass-roots staff,but also plays an important role in lowering employee turnover rate and improving productivity,which is one of important means in enterprise human resource management.However,now many enterprise manager neglect importance of design and improvement of bonus allot of grass-roots staff and they are still using traditional bonus system of early stage of establishment of enterprise.This paper plans to take bonus allot of grass-roots staff of Jiangsu Tiancheng Construction Group as research content,by analyzing current status of bonus system of grass-roots staff of project department of key project of the company,it finds problems exist in variable salary incentive of front-line workers and its causes.Based on features of construction enterprises and grass-roots staff,by combining related theories,original bonus system and plan of the enterprise is researched and improved.This paper takes theory of fairness and expectancy theory as basis and guidance standard,by method of questionnaire survey and combination of qualitative and quantitative,it carries out empirical analysis by considering actual situation of employee in project department of Jiangsu Tiancheng Construction Group,carries out survey on current status of original group employee bonus allot and employee satisfaction,analyzes root causes for low working enthusiasm of current grass-roots staff and big mobility,and thus to find out problems such as lacking of distinction degree,disjunction with performance assessment in bonus plan of the enterprise for grass-roots staff,and then based on existing problems,it improves or re-designs rationality of original bonus plan,method of connecting with performance assessment,category that needs to be adjusted,states the principle that needs to be followed in the design of bonus system for grass-roots staff,content that needs to be supplemented,defines detailed evaluation standard,and specific implementation procedure and safeguard mechanism of the above plans and so on.Finally,this paper also predicts the implementation effect of improved bonus allot,including improvement of employees' working enthusiasm,lowering of mobility grass-roots staff,improvement of enterprise management level and growth of enterprise profitability.By combining previous financial data,it predicts the growth rate of management cost of carrying new bonus allot.Due to limited theoretical knowledge of the author of this paper,considered actual situation may be not comprehensive,and the research result concluded still need to be improved and completed by combing practice.I hope main viewpoints and conclusion in this paper can provide specific implementation procedure and method for bonus allot of grass-roots staff of Jiangsu Tiancheng Construction Group,and provide valuable reference to design and improvement of motivation plan for f grass-roots staff of other similar construction enterprise.