Research On Organization And Incentive Optimization Of D Company's Project Management

D company is the top3 Domestic large state-owned power generation equipment manufacturing enterprises, which become a more internationally competitive power generation equipment manufacturing enterprises through nearly a decade of rapid Development at the beginning of the new century. Under the new economic environment and competitive pressures background, very few projects of D company's achieve the target: delivery on time and quality assurance, the buck-passing between departments is serious, and the enthusiasm of project team members is low, which have a great impact on the effectiveness of project implementation.This paper introduces the characteristics of the hydroelectric equipment manufacturing industry which D Company is located in, and then expounds the project management, organization theory and incentive theory. And then introduces the development process and present situation of D Company's project management organization. And then to optimize the program design base on the analyzes about organizational structure and project incentive problems.In the aspect of organizational structure, the major problems are:unequal powers and responsibilities, inconsistent goals, long and wide communication chain, and low communication efficiency. In the aspect of incentive, the main problems are:the existing incentive system has more hygiene factors but few motivational factors?According to above analysis, we proposed to increase the horizontal coordination and management in matrix organization mode to optimization and upgrading the project management organization, to resolve the problems such as:unequal powers and responsibilities of project manager?the conflict between project managers and functional leaders?inconsistent goals between?too long and width of the communication chain and so on. In the incentive aspect,we establish a complete incentive system and evaluate performance accurately by using extreme quantification method. we optimize the training and career development based on the performance evaluation, and establish relationship between project performance and project funds?salary and welfare of the original system. All of these are to transform the hygiene factors to motivational factors?to solve the problems of the original system, such "everybody's got a shot?without taking into account the personal growth and the actual needs of the staff, and which cannot play its due role in promoting the project implementation.Taking J project as an example, this paper compares the results of the J project after the optimization, and gets the corresponding inspiration and summarizes, which is better for D company's project management on organization and incentive.