Research On The Optimization Strategy Of HDL Company's Incentive Mechanism

With the development of the times, demographic dividend is gradually disappearing. How to effectively encourage grass-roots workers and reduce the mobility of grass-roots personnel is one of the urgent issues that need to be addressed for many manufacturing enterprises.HDL Company is a manufacturing enterprise that mainly produces engineering machinery series and electrical machinery series. In recent years, the companyhave been involved in mergers and acquisitions and adjusted its organizational structure, but the company's incentive mechanism has not done appropriate optimization and adjustment, resulting in high employee turnover rate (especially the grass-roots staff turnover rate). Based on the theory of encouragement, this paper analyzes the problems of HDL salary assessment system and its professional and comprehensive training through the interview and employee questionnaire. The paper puts forward optimization recommendations as to how to improve incentive system for HDL employees.This paper draws the following conclusions: ?Develop performance-oriented salary incentive assessment systemwith assessment criteria and the improvementpurpose; ? Define and understandcorrectly the purpose and significance of enterprise performance appraisal so that enterprises transfer from "performance appraisal " to " performance management "; ? Increase the material returns to grassroots employees at key positions and use training and employee career planning to enhance their overall quality and professional standards as a long-term spiritual incentive; ?Concerned about the work environment and mental health of front-line grassroots employees. In summary, HDL Company needs to strengthen and improve themulti-dimensional security in the aspect of system, environment, regulation, supervision and so on.