Research On Optimization Of Incentives For Female Employees In YD Property Insurance Company

After the fifth plenary session of the 18^thcentral committee of the communist party of china central committee,china officially entered Two-child age.As a part of the State Grid financial sector,YD Property Insurance Company is a typical stated-owned enterprise.Women account for 48.9%of the total number of employees in the enterprise.In addition to the above reasons of national policy adjustment,a large number of female fresh graduates were recruited during the period of YD Property Insurance company opening and business expansion from 2010 to 2012 also entered the marriageable and child-bearing age.Under the cross action of the above two cases,the number of female employees in the phase of pregnancy and lactation increased rapidly in the past two years,the working efficiency and enthusiasm of female employees keep declining,and their separation rate keeps rising,which finally leads to the increase of human cost and the reduction of profit rate,which ultimately limits the company's development.But,more and more women accept higher education.They also have higher requirements for their career development and value realization.With the right incentive guidance,female employee will play a huge role in the enterprise.Therefore,to solve the problem of female employees,motivation is the key to motivate the potential of female employees.Faced with the loss of female employees in the period of pregnancy and lactation,on account of lack of competitiveness,single welfare way,and narrow career development channel of female employees etc.the current incentive mechanism would not solve this problems.Motivate their work enthusiasm and retain their heart,so that they can realize their self-value and create high added value for the enterprise,finally achieve win-win result for both the enterprise and employees,which is an urgent problem for the enterprise to solve.Through the questionnaire about YD current motivation system satisfaction and employee motivation need,this study combining the current situation of YD female employees,by using the theory of scientific incentive and improving old incentives for innovation,the author build up a thorough incentive system.The compensation and welfare incentive includes four aspects of improving the external competitiveness of female employees'salary and establishing the compensation points system to maintain the continuous increase of compensation,equal pay and flexible-service welfare.Performance incentive mainly standardizes the performance assessment system focuses on the actual work of female employees,including the establishment of feedback interview appeal mechanism based on the classified assessment of female employees according to their post functions,and the improvement of degree about performance assessment.Growth incentives aims at establishing a scientific career planning for female employees,including providing opportunities for being a full member,establishing a H-type career development path,completing the training system and establishing a learning organization.For the purpose of inspiring female employees'morale,Competitive incentives keeps the enterprise competitive.Based on the psychological characteristics of female employees,environment incentive puts forward three optimum proposal,including creating a good office environment and a harmoniousinterpersonalrelationship,enhancingtherecognitionenterprise culture.Emotional incentives for caring for female employees include relieving fertility pressure and strengthening psychological care as well as playing the positive role of managers and labor unions.Besides,the paper also puts forward the system of equality between men and women form a complete set of constraints and communication mechanism of the incentive system.To help enterprise to establish a people-oriented management concept,improve the current situation of lack of female employee incentive,promote the communication and caring between enterprise and employee,and then solve the YD females staff turnover problems,perfecting the talent strategy for the enterprise management,also for other enterprise which have similar problems provide certain guidance.