Yan’an Refinery Incentive Strategy Research

With the further development of Chinese economy, human resources has become a strategic resource which enterprise should consider it in priority and core competency for enterprise. As how to mobilize the enthusiasm of employees, develop potential of them to a great extent, training their work enthusiasm and sense of responsibility, make the best use of them, is the important subject to human resource management.According to Porter and Lawler’s model of motivation, Fully analyze different kinds of representative views of domestic experts in same field, Judge and full absorption the incentive system of the existing research results, with the documents research, simulation empirical Study, mathematical model present, integrate in microeconomics, management, organizational behavior, sociology and other knowledge, analyze from the multi-dimensional angle of YAN’AN refinery that the performance appraisal is nonstandard, content is insufficient, evaluation system is not scientific, feedback strategy is inadequate,and the compensation system is lack of competition for external, unfair for interior. Inflexible way of training etc and such kinds of incentive strategy problems. In view of the unstable enterprise application environment and requirement of incentive,on one hand combining with the actual situation of YAN’AN refinery, on the other hand combine with background of times development and promotion the competitiveness of the enterprise. How to determine the enterprise performance and implement appraisal, distribution and training and propose a new solution. First set up strategic objectives of performance appraisal, then define and decomposition work responsibilities,and weight allocation of appraisal indexes and appraisal subject. Regarding the compensation,in addition to consider the factors which affect the it, make the compensation management and performance management integrated, make fixed and variable compensation structure reasonable, separate the pay grade and positions and so on. As for training, make training flexible, not only training professional quality of employees, but also train employees with comprehensive quality, to make employees become a all-rounder as possible. From above there aspects, conclude that incentive strategy should respect people, employees in addition to salary, welfare, personal growth, job satisfaction, and personal goals is equally important. Different types of enterprises, incentive strategies should be different.Hope this article can provide YAN’ AN refinery with certain reference during the transition period of traditional personnel management to human resource management, can also refer to the state-owned enterprises, small and medium-sized enterprises and different types of ownership and other social organizations and institutions reform.