The Encouraging Plan Of The 6th Construction Company Of CR13G

The main idea of this paper is about the simple analysis on the situation of the encouraging plan of the 6th construction company of CR13G on the base of investigating the whole situation of this company. On the main problem of the encouraging plan, we will start from discussing the basic reason of loosing core staff and find out the limitation of the encouraging system to managers, and then put forward the whole plan towards the encouraging system of the company.We start this paper from the investigating the situation of the encouraging system of the 6th construction company and will analyze the whole qualities of the whole company. Towards the situation that the main way of producing and managing is construction, on the situation of facing the come of knowledge economic and the fiercer and more variable competition, we analyze the social reasons and the company's reasons, and then get the reasons of that the staff can't participate in managing and making policy, don't agree to and understand the company's culture, the company don't understand the needs and expectation of the staff, the staff lack the feeling of belonging, leaving their posts, losing a lot of core staff, which are the problems the company needs to face and is very important to company's fate.We will analyze such problems by investigating the company's situation: 1) Lacking scientific, relative value check and evaluating mechanism towards staff, lacking encouragement in distribution, the distribution of salary and premium can't jump from the pot of equalitarianism, the situation of that the cadres can be promoted and can't be demoted, the salary can be high and can't be low don't become better. 2) The structure of salary is not reasonable, the proportion of regular income in the whole income is too high, the real technical and ability level of the staff is lower or higher the need of the post towards the labor, which can't be reflected effectively from the salary. 3) The standard of salary encouragement is not scientific, can't relate to the result and contribution very well. 4) The way of encouragement is too simple, lacking long time encouragement. The company's encouraging way towards the managers is too simple, the style is too old and lies in the next in importance, some encouragement become a mere formality, can't play the role as it should be. The limitation of this encouragement system towards managers realizes in distribution mechanism is without creation, the mechanism of combining the distribution according to job with the distribution according to the producing factors don't come into being, the mode of salary is too simple. The reason of loosing of core staff is about the society and company.On the above problem, the second chapter's problems of this paper are about building the encouragement plan in accordance with managers and core staff separately and in all fields from two ways about material encouragement and spiritual encouragement. The encouraging plan towards managers is: from the angle of making the encouraging plan towards managers better, then make the material encouragement towards managers better, build growing encouragement plan from many ways, towards the staff who are not satisfied with finishing the general directed work passively, we can assign them some challengeable work, and give them some space for them growing, encouraging staff participating in management. Then we should build the outside salary assignment mode on checking results, the professional personnel will use the knowledge, technology and ways about managing manpower resource, they and staff will make result plan, result communication, result evaluation, result diagonosing and improving, and keep on improving the progress of organizing result. To build various and flexible encouraging system on salary, and ensure the norm and better. At last we should build an encouraging system making value as the core, and make reform on managers'salary system to make a good plan about managers can have a long career and training in order to make the encouraging system on the core of value norm, proceduring and more scientific. In building managers'spiritual encouraging system, we should use various channels and ways including moral, development, competition, democratic, emotional, social intercourse, and belonging encouraging system and so on. We should deal well with the relationship with the staff and make them safeguard automatically managers'authority, and the managers will gain encouragement from it. We should make the encouraging system on the core staff should be suitable for the company's salary system as the premiss, and keep on making the post result salary as the main basic salary system, use flexibly various theories about salary designing, use comprehensively various salary assigning modes, and build encouraging plan on the core staff in all fields. Firstly we draw lessons from Hier company who satisfies the core staff's mental contract. Using effectively the theory of mental contract to analyze and get that the staff hope to get a feeling of belonging besides the economical way in the relationship between company and the core staff. We will design the staff encouraging system in such ways: firstly we should build the work evaluation and checking system in which the result is on the central. From controlling the core staff, we should combine closely the core staff's main activities with the company's strategy in order to ensure that the core staff's contribution support directly the realization of the company's strategy goal. Secondly we should build the salary encouraging assigning system in which fairness is important. We should create the environment of competing fairly and build various rules and regulations, design and carry out reasonable salary system, give the core staff the suitable salary and make the wonderful ones appear out of the whole workers. At last we should build the staff's position consuming system on the basic of saving, make every position's consuming fixed amount clear, and change the position consuming to currency value. Determining the position consuming should depend on the income targets of selling and so on. Combining the income targets of selling with the staff's position fixed amount to make the whole amount of the staff's position consuming in a controllable situation.Finally, this paper provides some ensuring measures about carrying out the encouraging plan. Firstly, we should create actively a market environment of competing fairly, keep on evaluating the staff objectively and fairly, build various supervising systems, keep on doing check properly and openly. Secondly, we should pay attention to the role of communication in the plan, we should use various communicative ways, evaluate rightly the advice provided by the staff, get the agreement with the staff. Finally we should feed back the ideas of carrying out the plan in time, correct salary assigning system and the ways of carrying out according to the feedback and the situation of result evaluation continuously, and build a system of communication and feedback combining systematization with unsystematization.In conclusion, this paper is on the base of the investigation of the whole situation of the 6th construction company of CR13G, towards the institution of loosing the core staff, analyzes the main reasons, finds out the shortcoming and limitation, and find out the designing idea of the encouraging plan. From designing this plan, we will make the rules and systems better so that we can make the whole plan on managers'material encouraging and spiritual encouraging to bring the staff's activity of producing and creation into play. Then we will solve the problems of loosing qualities, high cost, low efficiency, weak ability of competition, loosing much country-owned property, and put forward suitable measures to ensure carrying out the plan.