The Grassroots Staff Incentive Scheme Design For Boiler Shop Of Jilin Petrochemical Company Power Plant Two

Boiler shop, with its importance and particularity of high temperature and highpressure and easy to cause the fluctuations of following devices, is the production unitto supply energy in Jilin Petrochemical Co.. As one part of state-owned enterprisewhich had huge scale, advanced technology and equipments, steady compensation,the staff has developed lazy habits to work with no initiative and efficiency obviously.From payment incentive, Enterprise gets serious egalitarianism for the salary decidedby the hillock, but not according to contribution strictly; reward mechanism is notsound, part of which is not practical; mechanism implementation is not in place, partof which is useless.From the spiritual incentive, it is too simple and inadequate. Thecadre selection command too high educational background and the normal workershave no passion to work hard; there is no fully consideration about the employee’sneeds in different level. Therefore, it is imminent that design a practical and scientificgrassroots staff incentive scheme.Incentive is a method for strengthen the management of human resources，helpto stimulate staff’s initiative and creativeness, as the same time help for company’sproduce and energy conservation and innovation. But existing incentive can not seethe staff’s needs, all incentives face to staffs,poor effect,can not reach theirpotential.Affecting staff’s morale and cohesion, bring about the result of workdecrement and talent drain.How to make a more adequate incentive and how toexhibit workers value to improve management, efficiency and quality is the base ofdeveloping.In this paper,the analysis of current situation by combination of human resourcemanagement and incentive theory is taken and the solution of the problems isproposed.This paper mainly adopts methods of consulting literatures and questionnaire, take case analysis and statistical analysis for the operation evaluation.Focusing on the design of skills competition and job rotation and personalimprovement award. Lay emphasis on personal growth, allow staffs to work withachievability and challenge and acceptance. Through the closed loop management,play to the maximum extent of incentive scheme.