Sinopec ZYGC General Staff Incentive System And Optimize Design

As is known to all, the key of the future competition is to attract talents and retain talents, and when company implement successful effective incentive for staff in salary, benefits, career development and training, which can fully mobilize the enthusiasm, innovation ability, and a sense of belonging and identity of the staff. It also can motivate the internal energy and combine the pursuit of personal interests with the long-term development of the enterprise, finally realize personal value and enterprise value of win-win situation.In order to configure and use sinopec ZYGC general company human resources effectively, to establish a more scientific employees incentive mechanism, to improve its management level, the author choose employees incentive as the breakthrough point, on the basis of collecting and organizing employee motivation in China related information, combining existence problems with researches in employees incentive mechanism of the enterprise, and then puts forward the corresponding improvement measures and solutions. First of all, this article from the employee category, job level, education structure, sex structure, age structure and professional title structure, we know the characteristics of enterprise incentive object. Combination of existing concrete aspects of material and spiritual incentive and the employee incentive mechanism satisfaction questionnaire, found there are some problems, found that the elastic and incentive salary welfare system deficiencies Career prospects uncertain system of staff training pertinence is not strong and work environment problems such as lack of harmony, etc.Combined the actual situation of sinopec ZYGC general company with relevant incentive theory, respectively from salary and welfare, performance, career development, enterprise culture for the enterprise to develop productive incentive system design. Especially depending on the type and characteristics of jobs employees, design the incentive content respectively, to improve the incentive pertinence and maneuverability. In the end,to predict the effect of the optimization design evaluation and put forward the corresponding security measures.In this article,it found that the design of the incentive system must be combined with the actual situation of enterprises. Especially for state-owned oil companies, which need to consider the balance between costs and benefits, incentive content can't be comprehensive, but must be focused. At the same time,they must work hard on the safeguard measures, to ensure the smooth progress of incentives.