The Research Of QN Company Building Grass-roots Staff Incentive System

With the rapid development of China’s economy and relatively cheap human labor costs,international investments have flocked to China.International companies move their manufacturing bases to China which has become the world’s foundry.Japan’s MITI proposed that China has become a world factory for the first time in the white paper published in2001. Under the background of economic globalization, capital must concentrate to the lowest cost of productionand highest capital profit margin. Multinational company for all production links in the global scope of capital and other factors of production (labor is the main aspects for the integration)of the best solution, while China’s advantage in processing and manufacturing of attracting global multinationals bullish on China.As a rapidly developing country, China has a lot of incomparable advantages:China’s low labor costs; High quality of the labor force in China but also in improving; China has a vast domestic market; China’s social and political environment is stable and so on.It was also because of this, the standard and effective management in the domestic enterprises is more and more important; among them, the incentive system of human resource management is one of the core management content; only ensure that staff keep lasting enthusiasm and passion, job performance are guaranteed.The research object of this article is QN company, QN company is made up of a well-known domestic professional research and development and production of electric power transmission and distribution and control equipment group co., LTD. Invested, focused on high-power power electronic equipment research and development, manufacture and sales of high-tech enterprise power.QN company is different from the single to the requirement of production staff workers engaged in action class work requirements. When a staff of not high skill level engaged in production, probably will have quality problems, causing a decrease in the level of quality; at the same time, the production efficiency is low and improve the comprehensive labor costs. So, how to stabilize skill levels to highlight the backbone of the staff, and encourage new employees or skill level is not high staff temporarily taking the initiative to improve the level of skills, but at the same time to control good labor costs, is responsible for production management at all levels of management needs to focus on and solve the problem.According to the characteristics of QN company production, based on the analysis of the characteristics of such employees, through communication research, data collection, analysis and theoretical study, improve the design, simulation test process, can provide a reference for the company’s solutions, also can be the same or similar for other types of enterprises to provide relevant can draw lessons from the experience and methodology.Incentive system is not a single project and the construction of a building after the system is not once and for all, immutable, it needs to be constantly in the process of implementation and the practice of the adjustment and optimization, truly "people-oriented", in order to give full play to the staff’s work enthusiasm and motivation, can adapt to the changing market environment of human resources and human resources management strategy.