| New Xiang Agricultural Scientific Group has been committed to pig farming since 2007.After more than ten years of innovation and development,it has formed a regional industrial chain system with a considerable scale.It has developed into a whole traceable regional anti-pork food industry chain who market its own products.Nowadays,the consumer market of agricultural products has been paying increasingly attention to ecological health and refinement of consumption whose characteristic are highlighted.The development of New Xiang Agricultural Scientific Group conforms to the trend of the development of breeding industry and takes the lead.The development of enterprises can not be separated from people.It is a problem that enterprises must face in the process of development how to establish and perfect the incentive mechanism of enterprises,form an effective incentive system and stabilize the talent team of it.This paper analyzes the general situation of the company from the aspects of its development and strategy,management status,organization and Human Resource Management by ways of obtaining information and conducting field visits.And analyzes the existing employee motivation system from the aspects of salary and welfare incentive,career development and training incentive,work incentive,culture and honor incentive,etc.Then,through questionnaires,individual interviews and other ways to analyze the status of the company’s motivation system.We found that there are four problems in the company’s motivation system.First,the unreasonable salary system,which is mainly reflected in four aspects: unreasonable salary structure,great influence of post difference on salary and salary,lack of personalized employee welfare design and lack of internal fairness of performance appraisal system;Second,the lack of attention to staff career development,which is mainly reflected in the lack of scientific staff career development planning,job promotion channel is not smooth and lack of comprehensive training system;Third,the work incentive form is simple;Fourth,the effect of non-material incentive is not obvious.According to the analysis of the problems,dig out the deep-rooted causes of the above problems.Such as the staff management of the idea of valuing results over process,self-training and talent introduction are not organically combined,staff training focus on immediate results rather than based on long-term planning,not fully considering the differences of individual staff and so on.According to the principle of improving the design of employee incentive system,it is proposed to optimize the salary structure,refine the position and salary division,improve the performance appraisal system.It can help to build a comprehensive welfare system and other ways to improve the design of salary and welfare incentive.In the aspect of career development and training incentive improvement design,the employee career development planning,promotion mechanism and training system should be optimized.In terms of work incentive,culture incentive and honor incentive,This paper suggestions for optimization and improvement are put forward to provide theoretical support for the cultivation and retention of talents and continuous development of enterprises.In order to ensure the smooth implementation of the staff incentive system improvement design of New Xiang Agricultural Scientific Group,There are five implementation guarantee measures of organization,system,personnel,capital and communication feedback are put forward.By improving the design of the employee motivation system of New Xiang Agricultural Scientific Group,it is helpful to improve the work enthusiasm of the employee and give full play to the non-material motivation,creating a fair and efficient incentive environment in the company,so that the construction of the talent team is more powerful.It is hoped that the research in this paper can provide some reference for the establishment and improvement of employee motivation system in other breeding enterprises. |
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