Research On Optimization Of Incentive Mechanism For Front-line Staff Of Project Department Of JG Group Company

At present,the lack of enthusiasm and corporate identity of the grassroots employees of the project department of JG Group has hindered the long-term development of JG Group companies,and how to establish an effective incentive mechanism is an important problem faced by JG Group companies,so this paper explores the construction of the incentive mechanism of grassroots employees of the project department of JG Group is of great significance.This paper first briefly summarizes the "ERG theory",two-factor theory,learning organization theory and need hierarchy theory used in the research process of optimization of grassroots employee incentive mechanism in the project department of JG Group.Then,starting from the overview of JG Group,the situation of grassroots employees and the current situation of grassroots employee incentive mechanism were analyzed,and then a questionnaire was designed to analyze the problems existing in five aspects:salary structure,job promotion,reward and punishment incentive system,training development,and spiritual and cultural incentive.Then,from the establishment of broadband salary structure,the design of diversified welfare incentive projects,the use of welfare point purchase method incentive methods,etc.,to formulate incentive plans to optimize salary and welfare,and then develop the position promotion incentive space from two aspects:building a dual promotion space incentive system and formulating the last place drop rule incentive mechanism.Then,the reward and punishment incentive mechanism is improved from three aspects:ensuring the timeliness of rewards and punishments,improving the reward and punishment system,and adopting diversified reward methods.Improve the training and development incentive system from three aspects:improving the training incentive mechanism system,strengthening career planning,and improving business skills training;Strengthen spiritual and cultural incentives from both cultural and spiritual incentives.Finally,based on the current situation of JG Group’s grassroots employees and related optimization measures,three safeguard measures are proposed in terms of organizational structure,policy system and information system.Combined with the research on incentive mechanism theory at home and abroad,this paper puts forward an optimization strategy for the incentive mechanism of grassroots employees in the project department of JG Group,solves the problems existing in the company’s human resource management for grassroots employees,improves the work efficiency of grassroots employees,and optimizes the company’s human resource management measures,so as to support the healthy and long-term development of JG Company.At the same time,the research of this paper has certain reference significance for the research on the incentive mechanism of grassroots employees of the project department of domestic construction industry companies.