Study On Optimization Of Incentive Mechanism Of Local Convenience Supermarket Chain Grassroots Employees In M Company

In recent years,e-commerce platforms continue to have an impact on the physical retail industry,the situation of epidemic prevention and control is complicated and severe,and people’s consumption habits are constantly changing.All these factors have intensified market competition to some extent,and the physical retail industry is facing a severe test.At the same time,with the intensification of talent competition,the competition among modern companies is adjusting to the competition of human resources,and the turnover rate of grass-roots staff remains high,which is attributed to the neglect of talent management and incentive.How to attract and keep talents,how to improve and motivate the team,raise market competitiveness,has become a growing concern in today’s society.As a local convenience supermarket chain in Binzhou,M Company is positioned as a "community boutique fresh supermarket".In the process of growing up,M company has strong regional culture and local characteristics.It mainly sells self-grown vegetables and products provided by its parent company ZY.In recent years,in the development process of M company,its grass-roots employees generally have problems such as low satisfaction,high dimission rate and weak sense of belonging.In order to improve its core competitiveness and human resources utilization efficiency,it is of great importance to improve the incentive mechanism of grass-roots employees.This thesis takes the grass-roots employees of M company as the research object,and on the basis of investigating the current research status of incentive mechanism,Employee Assistance Programs at home and abroad,defines the research direction of the grass-roots employee incentive mechanism of local convenience supermarket chain,and then carries out field investigation and comprehensive analysis on the distribution of human resources and the current situation of incentive mechanism of M company.This research condects a survey on the current situation of human resource by interview and qustionaire,analyzes and extracts 15 effective factors affecting amployee motivation from three dimensiona os survival need,relationship need and growth need guided by the ERG theory.Descriptive statistics,variance analysis and logit model regression analysis are carried out on the questionnaire data,and key incentive factors are selected.Comprehensively master the satisfaction of grass-roots employees of M company on the current incentive mechanism,and find that there are problems such as unreasonable salary system,imperfect performance appraisal mechanism,inadequate welfare measures,lack of planning and institutional training incentives,imperfect career development planning mechanism,imperfect corporate culture system construction,etc.The main reasons for the problem are that the understanding of incentive is not in place,the way of incentive is too simple,the in-depth analysis of demand is lacking,and the incentive system and safeguard measures are not in place.According to this,this thesis constructed an optimization model of incentive mechanism for grassroots employees based on the Robbins’ comprehensive incentive theory,and the optimization design schemes which include positive incentives and negative incentives.The positive incentives include material incentives of partners and spiritual incentives of EAP,and the negative incentives include perfecting reward and punishment system,establishing exit mechanism and introducing horse racing mechanism.In terms of material incentives,we should enrich the forms of incentives,introduce the partner system incentive,empower grassroots employees with more responsibilities and powers,and let them successfully transform from "executor" to "operator",so that the remuneration performance of grassroots employees is directly linked to their own efforts,so as to improve the intensity of motivation.In terms of spiritual motivation,we should innovate the concept of motivation,actively implement EAP motivation in line with the localized environment,adopt a more humanized management method,and start from five dimensions of training and guidance incentive,growth planning incentive,decompression and pressure relief incentive,interpersonal communication incentive and cultural value incentive,so as to improve the overall quality of grassroots employees and help them to improve their emotional management skills,and break through themselves,improve themselves constantly.In the aspect of negative incentive,we should improve the reward and punishment system,taking the positive incentive at the important place and the negative incentive as the supplement,combine the positive incentive with the negative incentive organically,give play to the incentive effect from different aspects,and form a strong incentive force.At the same time,in order to ensure the smooth implementation of the program,from the level of support and operation,starting from the organizational guarantee,system guarantee,fund guarantee and corporate culture guarantee,the corresponding optimization plan guarantee measures are set up to improve the subjective initiative and positive innovation of grassroots employees.The research provides a reference for the optimization design of the incentive mechanism for grassroots employees in local convenience supermarket chains,provides an important theoretical basis and rich data support for how to better carry out the incentive work of grassroots employees,and also develops the relevant research on the incentive of grassroots employees in service-oriented enterprises,give the similar companies a very good reference significance for how to stimulates the work vitality of grassroots employees and perfect their own incentive mechanism.