Network Line Employee Incentive Policy Study Of Communication Companies

In the rapid development of the telecom industry in China over the recent years, the conflict between the labor force and personnel system formed in the previous planned economy and the current staffing demand is increasingly projected. The de factor market monopoly and administrative management system have created scads of problems at the domestic communications companies, such as a relatively stuffy, extensive management model, a low level of human resource management and development, lacking the human resources planning; lacking scientific, standardized employee performance appraisal standard and assessment system; disregard for employee career development; accenting the single spirit drive and lacking the consequent support of material incentive; human resources management replaced with experience-based, administrative power-driven personnel management. These problems are entailing myriads of difficulties, including staff churning, low productivity and morale and excellent talent having no way to stand out. The above difficulties have heavily restricted improvement on business effectiveness and posed serious challenges on further enhancement on service level and economic benefit. The author analyzes the organizational structure, internal governance, staff composition and mobility at domestic communications companies, further learns western classical incentive theories and emerging knowledge worker concepts, conducts questionnaire surveys and interviews among network line employees at Wuhai Netcom, combine it with his own working experience and largely discuss four major issues in motivation management on employees at current communications companies, including protruded salary management, unfair personnel management, limited career development and lowered sense of working security resulting from rapid industry transformation, and thus proposes appropriate solutions to help enterprises to motivate, retain and attract talent and sharpen their competitive edge.Domestic telecos (telecommunication companies) are now faced with rapid technical innovation, diversified user need and increasingly fierce industry competition. In this era of knowledge economy, business competition is talent competition in nature. In the knowledge-intensive telecommunication industry, employee satisfaction and working morale are significant for one company's competitive edge in the market. Talent base is not the bottleneck for the telecommunication industry as an awful number of talents in various levels have been developed and reserved in the fast-moving industry over one decade. The telecommunication industry has distinct advantages over other industries, largely featuring being younger in average age, better educated and professionally more competent. As shown in this study, the major reasons for checking the ambition and aggressiveness of employees at telecos are protruded salary management, unfair personnel management, limited career development and lowered sense of working security resulting from rapid industry transformation. "No incompetent student, but incompetent teacher". As knowledge workers, most teleco employees have relatively high individual quality, such as open vision, strong zeal for knowledge and learning capability. The author believes that domestic telecos will certainly climb to a new high in employee satisfaction, user service level and corporate economic benefit only if these companies identify the complementary relationship between business growth and individual development, underscore the actual employee need, listen to employees and design scientific incentive policies.