G Rural Telecommunications Company Owned Channel Construction Models

The Branch offices in rural areas is the most basic organizational unit of telecomoperators, We have never pay attention to this employees like the knowledge staff.They have specialty include a wide geographic distribution, who live in scattered,relatively low average quality of personnel, Employee life and office conditions arehard。The researchers generally will salary incentive mainly focused on the knowledgestaff’s incentive, and not this kind of grassroots physical LaoDongXing employees.We have made two survey to find the factors affect Employee Satisfaction andcustomer satisfaction, and I have interview to many Branch offices leadership andbranch office employee。Through the survey we found some Prominent contradictionsin G company such as the employee satisfaction rate low and High staff turnover rate,Employees don’t have enough time to have a rest, Team centripetal force sent becausethe Branch offices leadership dissatisfaction about lack of authorized and they Do notorganize team activities. In the light of these problems,apply the knowledge oforganizational behavior, Human Resources Development and Management such asMaslow’s theory of needs, entitlement theory, Fair incentive theory, and Put forwardthe suggestion that improve incentive measures. Leaders recognized my advice and putinto trial operation. Measures about back to work on different type enterprise staffassessment method, to design enterprise employee compensation system have comeinto service, And in the foundation of the trial, we put forward to movement of staffscheduling to ensure normal rest.Compensation design theory is based primarily on equity incentive theory,emphasizing the pay structure to consider three elements: the external competitiveness,and contribution to internal consistency and is proportional to。 and follow the11principles: the principle of fairness, the principle of moderation, security policy,accepted principles, the principle of balance, transparency principle, the principle ofincentive, the principle of competition, economic principles, the principle of legalityand the compensatory principle.Employee satisfaction engineering is a long process that requires managers to communicate with branch office employees. Strengthen communication and alwaysgrasp the focus of the current conflict, Intentions effectively the staff’s interestsfirst.Just the satisfaction of employees can provide satisfactory service to customers,then to provide for the satisfaction of the business benefits.View from the test results, the great effort have yielded a little success initially,wehave to work harder to summed up a set of gradual improvement method about thebranch offices for the construction of its own channels,way of enhancing teamcohesion, centripetal force and team Performance.