Research On Incentive Problems Of Grass-roots Staff In Z Printing Company

China’s economy has moved from a high-speed growth stage to a high-quality development stage,and is in a critical period of transforming the development mode,optimizing the economic structure and transforming the growth momentum.Talent is the decisive factor for sustainable economic and social development.To promote high-quality economic development,it is necessary to have strong human capital and human resources to support it.Enterprises should attach importance to the competition and management of talents and talent benefits,and transform talent advantages into high-quality development power.In order to enhance the competitiveness of small and medium-sized enterprises in the fierce market and become bigger and stronger,they must give full play to the enthusiasm of employees,and grassroots employees,as front-line employees of enterprise production,directly affect the performance and efficiency of enterprises,so motivating grassroots employees is very important for enterprises.Z printing company is composed of a number of printing main enterprises,in addition to the traditional printing business,Z printing company also provides users with professional and comprehensive services,is the main supplier among many world-renowned electrical appliance manufacturers.In recent years,the grassroots employee turnover rate of Z printing company is high,the enthusiasm and initiative of employees are weak,and the recruitment and training costs of enterprises are increasing,which has adversely affected the corporate efficiency of Z printing company and weakened the market competitiveness of Z printing company.In order to improve the competitiveness of Z printing company,in order to achieve the long-term development and maximize the benefits of Z printing company,enhance its competitiveness,and solve the incentive problem of grassroots employees,it is the most important challenge facing the company at present.This thesis aims to discuss the incentive problem of grassroots employees of Z Printing Company,and under the guidance of two-factor theory,using questionnaire survey method,interview method and other methods,it is analyzed and found that the company’s grassroots employees at this stage have problems such as mismatch between salary and treatment level and company development,poor promotion channel,performance appraisal is formal,and insufficient mental incentive.Improve the six aspects of the training system to improve countermeasures.Finally,in order to ensure that the incentive and improvement measures of grassroots employees can be implemented,three safeguard measures are proposed:strengthening organizational guarantee,human resource and fund guarantee,and smooth feedback channels.This thesis studies the case of Z Printing Company,enriches the existing research content,and provides certain reference significance for how the company and other similar printing companies can maximize the enthusiasm and initiative of grassroots employees to improve enterprise efficiency,and provide certain reference significance for other traditional manufacturing industries to motivate grassroots employees.