Study On The Incentive Mechanism Optimization Of ZT Engineering Company

City traffic demand has brought great opportunities for increasing traffic construction enterprise,but also brings challenges.Currently our existing rail transit construction enterprises still adhere to a few decades ago behind the construction and management,low efficiency,hard to ensure the construction quality,the serious damage to China’s residents travel quality.Construction enterprises in order to fundamentally change the current backward situation,it is necessary to design and improve the enterprise’s human resources incentive system,so as to effectively attract high-quality personnel to join the rail traffic cause.Therefore this research intends to construction enterprises based on the ZT project,the incentive mechanism of rail transit construction on the human resource of the enterprise,to improve the development level of construction enterprises fundamentally.This research mainly expatiates on the research background and theoretical basis,aiming at the current situation of ZT engineering company employees incentive system analysis,through a questionnaire survey for the ZT engineering company staff,found that the current incentive system there are four key problems(1)leader consciousness obsolete;(2)employee relationship is not fair and the lack of communication,lack of understanding of basic needs of employees;(3)the basic salary standard is low,distribution of bonus level gap is too large,resulting in salary is not reasonable;(4)the incentive measures are improper,incentive mechanism is not smooth.Through the questionnaire analysis can be found in the following six reasons caused by the above reasons:(1)the lack of incentive of enterprise culture;(2)the influence of labor of the buyer’s market;(3)the protection of the interests of employees lack of system;(4)there is a gap between the quality of workers and employment market demand;(5)the lack of employee occupation career planning incentives Mechanism;(6)lack of incentive mechanism for continuing training and re-education.According to the above analysis,this paper,according to the third part of the survey,based on the establishment of the principles and objectives of the program design on employee motivation,from the salary design,staff appraisal,employee training and individual growth of multiple level to construct the comprehensive employee incentive scheme,implementation of this paper.This research mainly by way of theory research,in future studies,and methods can be applied to empirical research,through questionnaires in the form of incentive system to improve the effect of the analysis,in order to enhance the scientific research and practice.