Study On Optimization Of Incentive System Of XG Company’s Basic Level Employees

Talent plays an important role in the development of enterprises.The first thing to be solved in human resource management is how to make incentive mechanism play a role and ensure the smooth development of other work.In iron and steel enterprises,grass-roots employees occupy the main position.If the incentive mechanism of grass-roots employees can not play a role,human resources will no longer be an asset but a cost.In the absence of effective incentives,the overall operation quality of the enterprise will lose its guarantee,and the realization of economic benefits and enterprise value will be greatly restricted.At present,the problems in human resources of state-owned iron and steel enterprises are becoming more and more prominent,and the phenomenon of grass-roots employees leaving their original posts often occurs,which causes the enterprises to encounter a bottleneck in the stability of talents.The reason for this is that the iron and steel enterprises have not realized the importance of the incentive mechanism of the grass-roots employees,and lack of theoretical research.Therefore,how to establish a scientific and reasonable incentive mechanism for grass-roots employees and stimulate their enthusiasm for work has become a very important research topic.Based on the theory of employee motivation,this paper takes the motivation mechanism of XG steel company’s basic employees as the research object,aiming to find out the shortcomings of the motivation mechanism and give the corresponding optimization suggestions.First of all,this paper analyzes the current organizational status and incentive status of XG company.At the same time,it uses questionnaire to collect,count and analyze the relevant data.Then we use the data to extract the core incentive factors of grass-roots employees,and then analyze the problems existing in the operation of XG company’s grass-roots employee incentive mechanism from four aspects,mainly including salary and welfare,career development,education and training,and spiritual culture.In terms of salary and welfare,the basic salary setting of grass-roots employees is not reasonable,and there are problems in performanceappraisal system;in terms of career development,there are mainly problems such as insufficient promotion opportunities and unreasonable career development planning;in terms of education and training of grass-roots employees,the training effect cannot be achieved,and the work efficiency cannot be improved;in terms of spiritual culture,there are mainly problems In order to improve the working environment,the company’s cultural and sports activities are too single.Finally,in view of the existing problems,this paper puts forward four solutions: first,optimize the salary structure,improve the company’s performance appraisal system;second,expand employee development channels,improve the career development planning of grass-roots employees;third,improve the training system,care about employee development;fourth,improve the company’s working environment,enrich the company’s internal activities.The research of this paper combines the relevant theory with the actual investigation,in the process of optimizing the incentive mechanism of XG company’s grass-roots employees,it is helpful to improve the enthusiasm and competence of grass-roots employees in iron and steel enterprises,and provide talent support for the development of enterprises.The conclusion of this paper can be used for reference for other iron and steel enterprises.