Grass-root Key Staff Huashan Corporation Motivate Mechanism Optimize

The Huashan Corporation's parent company is the important state-owned energy enterprise in china, Huashan Corporation receives parent company's policy of opening to the outside world, in the course of the cooperation with the international colleague, study overseas colleague's advanced technology and management, also implemented in the system construction from the imitation, transplanted to transforms again, and unified own characteristic to form the more scientific management system. Along with company's development and the strength, company's management system has not been able to meet the development needs, especially in the drive system aspect, this article selects Huaday oil &gas mine to do for the model represents, to study the grass-root unit core staff incentive mechanism.Superintendents and supervises as well as some outstanding foremen and engineers, has the skill, to grasp the core business, the control essential resources, is the key forces for production safely, and Is often playing the very important role in the production process, they undertake the important position in the grass-root unit, to have the strong individual influence, to have the strong work and learning capability, have the strong changing job idea, the work positive ,have the very strong innovation ability. To the material request is not very intense, even more pays great attention the approval which, the honor as well as self-value realization organizes.Since long the company to incentive that the important understanding is profound, the union state-owned enterprise's old tradition and the modern West enterprise advanced experience, has established the more perfect incentive mechanism, has implemented salary system, because reforms are insufficient, present four set of salary system coexisting. In the spirit incentive aspect, the company pays great attention to raise the corporate culture atmosphere .The company has set all kinds of award item. The administrative promotion is the individual professional development, the production enthusiasm comes under the influence, even chooses to leave the enterprise. The grass-root unit core staff has the numerous training opportunities and the resources; the company takes seriously in the training aspect, the training investment accounts for the entire administrative expenditures 10%.Also has the erroneous zone through the research discovery company in incentive mechanism's construction aspect: 1) four set of system coexisting dampens the staff enthusiasm, the salary system are imperfect, are unreasonable. 2) Lacks the standard to identify the core staff, to be mistaken the important post person is the core staff. 3) Cannot use the development judgment to update the drive system. 4) is mistaken the company to is the staff needs, is pledged to enterprise's loyalty. Therefore, knew the erroneous zone has caused the serious consequence: 1) employs labor the system with the hillock different reward, to lack fairly .2) the policy influence, incentive is been insufficient, the egalitarianism is serious. 3) The incentive mechanism cannot manifest the existence dislocation phenomenon fairly in the implementation. 4) The staff does not understand the drive system, does not carry out the strength. 5) The staff to drain because of the unreasonable mechanism. 6) the grass-root unit's cohesive force is weaken. 7) Training budget is high, but the effect is not idealism.Adopt the demand level theory, the health care theory, the double factor theory, the strengthened theory, the high achievement theory to carry on the depth analysis for the problem to the company, its origin has three aspects: 1) Lacks to the core staff demand understanding, cannot meet staff's different need. 2) Four set of salary system coexisting, and had not considered that the profession and the peripheral disparity, the spiritual drive feasibility is bad, lacks fairly. 3) The incentive system imperfect, not systematic, is unscientificHuashan Corporation has formed the characteristic drive system, the drive construction meets the requirement which the modern Advanced enterprise develops, this article goal is in the original system's foundation carries on the refinement and the consummation, causes it to suit the enterprise development need; The mechanism optimization principle is: Individual need must unify with the organization goal, the money to drive and the spirit drove that unifies, the salary system to have forward-looking, systematic and the feasibility, the drive variation principle, the reward and the restraint pays equal attention to, as well as the staff participation principle. Based on these principles, in the salary aspect, the reference incentive mechanism update model and the salary system design's procedure makes the improvement and the optimization again to the salary system. Establishment unification, standard"basic salary + achievements salary"the salary structure, the normal salary adjustment operational mechanism and the standard annuity system, adopts the different strategy in view of the different level's staff, formulates the reasonable salary constitution proportion; Further drives the staff through stock option's measure, causes the staff and the enterprise connect closely. In the spiritual drive aspect, according to the staff different demand, adopts various training way to meet staff's need; The help core staff carries on the professional profession design, is clear about diligently the direction, unearths the staff potential fully; The establishment technology and the administrative double steps and ladders promotion channel, enables each person to develop his talents, the safeguard grass-root unit troop to be stable.The implementation plan of the money and the spirit drove needs to be followed the science condition and the step strictly. Practices the post salary system primarily, should defer to the standard the project approach, the science establishes the standard the post establishment, the position sequence, the position instruction booklet post establishment, to achieve reasonably is fair, is fair; The achievements appraisal regarding the achievements goal development work, further consummates the management the soft target, and its quantification; Achieves is scientific, is thorough, manifests fairly; The double steps and ladders pattern's implementation must be clear about standard, the necessary complete corresponding system, achieve the corresponding rank to be just. Training must unify with organization's goal, works out the training plan and the plan should be meet the trainee's demand, and carries on the feedback and the appraisal to the effect.The incentive mechanism only then has the consummation appraisal and improves the function to be able continually to satisfy the enterprise need to develop, the achievements appraisal adopts the self-examination and the immediate superior unceasingly examines and critiques the union the way to be quite scientific reasonably, manifests its fairly by the achievements face-to-face talk, first determined that the essential achievements target, and utilizes the target in the current management, carries on the inspection and the award and penalty based on the target at the end of the year. It is a good way to improve the training quality and the effect by the appraisal, the feedback and training summary.The incentive mechanism is a systems engineering, only then carries on the optimization unceasingly and improves continually, can meet staff's need, stimulates staff's creativity, helps the enterprise to achieve the organization goal finally.