Research On Incentive System Of Grass-roots Employees In Dingyan Textile Company

In the modern enterprise competition,compared with other internal resources of the enterprise,the importance of human resources is growing,and it has become an important force that affects the market competitiveness of enterprises.Enterprises pay more attention to the management and application of human resources,and effective employee motivation is also the main research perspective of enterprises.The composition of human resources in small and medium-sized textile enterprises in China is simple,and the overall staff is unstable and highly mobile.At the same time,in textile enterprises,grass-roots employees occupy the dominant position.The frequent flow of grass-roots employees not only reflects the problems in the incentive system of the enterprise’s grass-roots employees,but also in the absence of effective incentives,the cost of human resources will increase greatly,which has a negative impact on the stability and business performance of the enterprise,and even threatens the long-term development of the enterprise.Therefore,how to effectively stimulate the enthusiasm of grass-roots employees and reduce staff turnover is a crucial issue in the research of human resource management.This paper takes Dingyan Textile Co.,Ltd.as the research object,using literature reading,interview,questionnaire research and other research methods,through the questionnaire survey of 350 grass-roots employees of Dingyan Textile Co.,Ltd.,and statistical analysis of the data,to discuss the current situation of the grass-roots employee incentive system of Dingyan Textile Co.,Ltd.,and analyze the existing problems of the current grass-roots employee incentive system.Through investigation,it is found that the current incentive methods of Dingyan Textile Company are as follows: material incentives are mainly simple material incentives such as direct income and performance pay;In terms of welfare,there are five insurances and one fund,birthday benefits,etc;Spiritual incentive mainly includes induction training,"old bring new" training and collective safety production training for employee training and development;In terms of promotion,rank according to seniority;In terms of cultural incentives,we will build cultural exhibition halls and promote the enterprise spirit of "unity,self-reliance,realism and innovation".At the same time,according to the questionnaire results,the main problem of the current incentive system for grass-roots employees in Dingyan Textile Company is that the material incentive items are single and the spiritual incentive effect is not obvious.Specifically,the salary system is unreasonable,the welfare treatment lacks innovation,the enterprise environment still needs to be improved,and the employee’s career development still needs to be improved.In order to better solve these problems,the corresponding optimization design scheme is proposed,such as building a direct and indirect combination of salary incentives,setting up diversified welfare incentives,creating a good corporate environment incentives,expanding promotion channels incentives,etc.At the same time,in order to ensure the smooth implementation of the incentive system optimization plan,this paper proposes the implementation guarantee of the incentive system.Mainly organized leadership guarantee in place;Establish system guarantee,formulate corresponding human resource management system,and optimize performance appraisal management system;Do a good job of fund guarantee,and strengthen the fund guarantee to ensure the incentive effect.We should not only increase the salary and welfare,training funds and other expenditures,but also strengthen the fund management;Provide supervision and guarantee to ensure fairness and justice of all incentives,assessment and evaluation processes and results.The research in this paper will effectively improve the effect of incentive management for grass-roots employees of Dingyan Textile Company,improve the human resource management,and hope to stimulate the enthusiasm of grass-roots employees to a greater extent,so as to improve the overall performance of the enterprise and help form a competitive advantage of the enterprise.