Shouguang, Shandong Electric Power Group Co., Ltd. Giant Employee Incentive Mechanism

With the deep development of the world multi-polarization and economic globalization, the progress of science and technology changes rapidly. To speed up the development of talents is a major strategic choice to win the active in the fierce international competition. As the most active factor in productivity, most managers start to pay attention to the management of human resources. In order to realize the production and operation of various elements, the enterprise has to develop the potential of the people. the incentive mechanism is the core of organization behavior, and it is also an important function in the management. Only care of the research on incentive theory, find the right incentives, it is possible to mobilize the enthusiasm of the staff, improve the performance of organization, and realize the optimal allocation of resources ultimately.Electric power industry is about people’s livelihood, many countries regard power industry as the economic development strategy of development priorities. It is not only related to national economic security, but also closely related to social stability and people’s daily lives. The demand for electricity is growing as economy developing, which in turn stimulates the development of the whole electric power industry. To adapt to the economic situation, the power of corporate human resources management must also be consistent with the development of the times, make human resources and material resources to achieve the best combination. Due to many reasons China’s power enterprises internal staff, especially junior staffs are not enthusiastic about the work. This affects organizational performance and restricts the development of the electric power enterprise. How to build a scientific and effective staff incentive system has significance major reference value for the giant energy electricity.This paper uses a questionnaire to investigate the current incentive mechanism problems of situation and the grass-roots staff in Ju neng electric power company. Basic on the investigation, this paper mainly focus on analyzing the incentive problem of grass-roots staff in Juneng power, exploring the improvement program, and drawing the conclusion. The pay system needs further improvement. Performance appraisal mechanisms need to be improved. The single incentive mechanisms need rich, the development of the growth of grass-roots workers pay enough attention. Not to create a corporate culture. I hope this paper could help the power industry employee incentive using in practice.