Study On The Improvement Of Employee Motivation System In Hunan Branch Of Sinopec

Lack of incentives for employees has long been a dilemma faced by the stated-owned enterprises in China,particularly for those leading companies in the monopoly industries such as the Sinopec Hunan whose staff composition is largely made up from low level,fast turnover gas station employees who are undertrained to do anything but basic work.Till date,almost all levels of management within the Sinopec Hunan have paid little an attention to address this issue.But along with the gradual marketization of the oil product industry nationwide,other national oil giants including China National Offshore Oil Corporation("CNOOC")and Sino Chem are increasing their investments in the once-niche Hunan market together with emerging private local rivals and new business models(i.e.convenience store franchise)in the gas station retailing,it becomes apparent that the current incentive system for gas station employees in Sinopec Hunan is no longer in line with today’s market environment or with the Company’s long-term development.The employee flee resulted from dissatisfaction with Sinopec Hunan’s incentive plan is now posing serious restraint on the Company’s strategic transition from a pure oil products trader to a comprehensive service provider.This urges solutions to improve the employee motivation plans,especially those tailored to suit low ranking staff.This paper sets out to explore possible solutions by combining the basic theories of human resource management with relevant studies from both oversea and local sources.Through analyzing academic works in relation to corporate incentive plans written by scholars and experts(especially those specializing in the study of state-owned enterprises),case-studying typical gas stations of Sinopec Hunan and finally researching the relations and interactions between theoretical concepts and practical facts,this paper endeavors to provide an improvement package as well detailed implementing measures customized for the gas station staff of Sinopec Hunan so that they and the Company as a whole could smoothly adapt to the new challenges and opportunities presented by the new market landscape.Through this research,the paper offers several suggestions to improve the current employee incentive plan,including establishing a scientific and rational evaluation standard to assess employees’ performance,promoting an incentive plan for the gas station managerial delegation,incentive plan for occupational training,incentive plan for cultural encouragement,incentive plan of promotion,improvement plan of staff shift organizing.The writer of this paper has faith that these six detailed plans and roadmaps could serve as reliable guidance and practical assurance for Sinopec Hunan in its realization of the Thirteenth Five-Year Plan as well as providing some useful insight for the study of gas station employee incentives for oil products companies.