Design And Implementation Of Incentive Systems For Shenyang Aeroengine Research Institute Scheme

After20years of reform and development, gradually improve the modern enterprisesystem of the state-owned enterprises, state-owned enterprises and economic benefits furtherturn for the better. However, state-owned enterprises in the process of reform anddevelopment still exist some bottleneck, outstanding performance in the property right is notclear and human resource management lag two aspects. In the management of humanresources, state-owned enterprises mainly exist management lags behind, the imperfectincentive system of human resources, performance management system is not perfect and soon. The method of literature research and case analysis, to Shenyang power as a case study,through the study of Shenyang power the incentive system, find Shenyang power theincentive system for the existing problems, and puts to put forward Shenyang power toimprove the incentive system design and implementation of the program. Through this study,on the one hand, enrich the theoretical study on the incentive system of state-ownedenterprises; another aspect, is advantageous to the Shenyang power of the perfection of theincentive system to provide theoretical reference and guidance, for other similar state-ownedenterprises improve the incentive system also have certain reference significance.Through the Shenyang power the incentive system of research, we can draw thefollowing conclusion: first, incentive system of the senior management personnel ofShenyang power mainly exist incentive target fuzzy, lack of performance evaluation index,rewards and punishments lack process evaluation, compensation system is not perfect andlong-term incentive deficiency; in order to solve these problems and need to improve thesenior management personnel performance evaluation system, improve the seniormanagement personnel salary system, establish the long-term incentive system. Middlemanagers incentive system mainly exist in the performance evaluation is not perfect, thepromotion system is not smooth, training system and welfare lacks elasticity problems. Tosolve these problems and need to improve the performance appraisal system of themiddle-level managers, optimization of middle management personnel promotion system,improve the middle-level personnel training system. Grass-roots staff incentive systemmainly exist in the compensation system is not perfect, the performance evaluation can be poor operation and training incentive effect is not obvious and other issues. To solve theseproblems and need to set up grass-roots staff performance appraisal system, improve thegrass-roots staff salary and welfare standards, pay attention to work and development ofgrass-roots staff needs and improve the grass-roots staff training system.