A Group Of Employees Incentive Mechanism Diagnosis Report

With the intensified market competition, in addition to the original science and technology, talented person’s competition evolution of science and technology, talent, management level, knowledge patent aspects of comprehensive competition. Staff incentive mechanism is an important part of enterprise human resources management, it directly affects the staffs working enthusiasm and creativity, and give full play to the important mechanism of the staff of human resource value, if the employee incentive effect is insufficient, incentive mechanism can make enterprise management effect. In this study, the diagnosis is A group of state-owned enterprise employees incentive mechanism problem, in which different classes of employees as the research object, through questionnaire survey, field visits In studying, and incentive mechanism based on the relevant theory knowledge, the improvement of the corresponding measures are put forward.In this article, through diagnosis research found that the group’s staff incentive mechanism, there are some disadvantages mainly for performance evaluation become a mere formality, unreasonable salary structure, bonus accounts for a smaller, less staff training opportunities, promotion lack of fairness, narrow channel and so on. Staff incentive mechanism is imperfect in this enterprise production employees enthusiasm is not high, high staff turnover, particularly good staff. In addition, the group’s internal working environment, no vitality, employees also lack self, show personal value channels and opportunities. Based on the present situation, based on the satisfaction questionnaire and behavioral event interview methods such as visiting the group different classes of employees, view on employees’incentive system. Final summary based on the results of the research, puts forward some perfecting Suggestions:1, to reform the system of compensation to the employee’s qualifications, job title, on-the-job period into the compensation factor; 2, strictly implement the scientific performance appraisal system, as a staff salary adjustment, promotion and other important basis; 3, improve the staff training training mechanism, provide diversity training program, to strengthen the training of teachers; 4, on the basis of the original launch has the difference and the welfare of the incentive subsidies; 5, build fair and impartial working atmosphere and corporate culture, pay attention to the spirit of enterprise internal motivation and organizational commitment. Diagnostic study of this paper hopes to improve the group’s staff incentive mechanism is insufficient, the internal management of enterprises A certain promotion effect.