Study On The Incentive Mechanism Of Airline Personnel In SD Airlines

Air crew is the image of the airline spokesperson,air crew service quality and job burnout has a direct relationship.Job burnout,whether it is its own development or the development of the company will cause many negative effects to understand the characteristics of air crew and incentive needs,and on the basis of the implementation of incentives to reduce the air crew to reduce job burnout,Has become the airline's human resources management must pay attention to the problem.The emergence of job burnout,whether it is its own development or the development of the company will cause many negative effects.It not only directly affects the mental health of the flight attendants,so that their work enthusiasm and morale loss,but also become the air of NF air service quality is difficult to get customer satisfaction one of the important reasons.It is pointed out that the problem of the incentive mechanism of an air crew in the air is unreasonable.The lack of effective combination of material incentive and spiritual incentive;the lack of sound performance appraisal system;lack of planning for personal career.In this paper,the salary system is proposed to incorporate non-monetary compensation,supplement the long-term salary incentive mechanism to re-build the pay system recommendations.Put forward to strengthen the airlift emotional incentives,to promote the spirit of air travel to pursue the spirit of encouraging the content of the proposal.And put forward the purpose of clarifying the purpose of performance appraisal,optimizing the content and index of the construction performance system and so on,and further improve the performance appraisal mechanism of flight attendants.The paper puts forward some suggestions on how to improve the personal career planning of the flight attendants and pay more attention to the training and training of flight attendants.The research results have very important theoretical and practical value,from the enterprise point of view,in the air crew to achieve effective incentives to achieve their work to minimize burnout.This will not only enable an airline to retain good air crew,and to give full play to their initiative,enthusiasm and creativity,in order to achieve business goals.At the same time,the flight attendants can also work in the process of trying to avoid the occurrence of job burnout,and a positive and healthy attitude to face the challenges of work,the establishment of a good working attitude,and ultimately to achieve win-win business and air crew.At the theoretical level,it will also lay a foundation for the future research on incentive theory of flight attendants.However,due to the limited time and personal level,this paper does not draw lessons from the incentive mechanism of the airlines in the developed countries.This is also the shortcoming of this research and the future research.