Research On Grassroots Staff Incentive Of Public-Welfare State-Owned Enterprises Under The Background Of Total Wage Management

With the improvement of China’s national strength,people’s living standards have been significantly improved,and the people’s demand for the quality of public services is getting higher and higher.As the main supplier of social benefits,public welfare state-owned enterprises will face more demanding requirements.Effectively stimulating the work enthusiasm of grass-roots employees is the decisive factor affecting the good performance of the social functions of public welfare state-owned enterprises,which is crucial for the realization of national strategic goals and serving the public society.In 2018,the Opinions of the State Council on the Reform of the National Salary Decision Mechanism clearly pointed out that state-owned enterprises need to comprehensively strengthen the reform of the total wage budget management.By 2019,The State Council issued the Measures for the Administration of Total Wages in Central Enterprises,clarifying the relevant systems and measures for total wage management with central enterprises as the template.Now,local governments at all levels have gradually established the current total wage control policy of state-owned enterprises at all levels,which has made great progress in the internal human resource management of Chinese state-owned enterprises.However,we have also found that it is more difficult for those public-welfare state-owned enterprises to establish a good internal incentive mechanism because of the total wage control policy.Under the background of total wage management policy,the incentive strategies and methods for grassroots employees of public welfare state-owned enterprises need to be continuously improved.This paper first studies the classification of SOEs.By comparing the management mode of foreign public welfare enterprises and the in-depth study of contemporary incentive theories at home and abroad,the incentive problem of grass-roots employees of Chinese public welfare state-owned enterprises under the total wage control policy is analyzed.Then,in the form of questionnaire and interview,it was used to empirical study the problems and reasons of the grassroots staff incentive mechanism of C Metro Operation Company.A total of 302 valid questionnaires were collected,including 54 open questionnaires and 248 formatted questionnaires,and 14 management staff of C Metro Operation Company were interviewed.The results show that: first,the incentive demand of grassroots employees of C Metro Operation Company is mainly the welfare system and the employee rest and vacation system.Second,the current factors for the C subway operation company to restrict the enthusiasm of grassroots employees are insufficient personal treatment,unfair positions at the same level and the lack of personal rights and interests.Third,the current incentive effect of the incentive and management measures of C Metro operation Company is insufficient,and there are significant differences in the incentive effect of grass-roots employees with different working years,different job types,age and education background.Fourthly,incentive factors have more influence on the incentive effect of management measures than hygiene factor.According to the comprehensive analysis,the incentive problem of grassroots employees of C Metro Operation Company is its insufficient incentive effect,and some existing systems have played a weak effect to a certain extent and suppressed their work enthusiasm.The main reasons for the problem are that the appropriate work rest time,the appropriate post promotion cycle,and the income distinction of different jobs at the same level have not been met for a long time.At the same time,the incentive management measures of different types of positions lack targeted.Existing incentive method cannot make old employees have a sense of crisis,and thus lack incentive pertinence and sustainability.Therefore,in view of the current problems existing in the incentive of the grass-roots employees of C City Metro Operation Company,the optimization countermeasures were analyzed for the grassroots staff training management,promotion system,salary distribution and assessment management.It is concluded that the incentive factors of grassroots employees of public welfare-oriented SOEs should focus on personal rights,more diversified welfare subsidies and more comprehensive work guarantee.At the same time,we should avoid human rights problems,average principles,and non-compliance with social average standards in the management,and the management measures should be guided by incentive factors Finally,combined with the research,it is proposed that under the condition of state-wage budget management policy,public welfare state-owned enterprises should provide classified subsidies.At the same time,the author put forward suggestions on labor cost control for public welfare state-owned enterprises in the implementation of total wage budget management policies.It is hoped that this article has reference significance for the establishment of the grassroots employee incentive mechanism of public welfare state-owned enterprises.