Research On The Optimization Of Staff Incentive In Military Catering Socialized Service H Enterprise

The socialization military diet guarantee is an important aspect of military and civilian integration.On the basis of fully relying on and utilizing social resources,the army's diet guarantee work is integrated with the society,and a new type of security system for military and civilian integration and integration of military and civilian forces is gradually established.Compared with the traditional mode of self-management and self-service,the realization of the socialization model of food security has given the local government the support part of the military's non-military functions,and the division of logistics support functions has not only greatly reduced the cost of protection.It also meets the needs of military construction and market economic development,realizes the optimal allocation of resources,and obtains higher benefits.Since this model was piloted in 2000,more than 2,600 army canteens have been able to effectively guarantee the diet of the armed forces by relying on social forces and have achieved certain results.However,in the long-term practice,the military catering socialization service enterprises also exposed some problems such as the single enterprise profit means,the imperfect staff incentive mechanism,and the high turnover rate of employees,and it is difficult to adapt to the needs of the military food security,and it is urgent to improve.This paper selects H enterprises that provide catering services for the military as the research object.According to the specific situation of human resources management of the company and my work experience,I summarize and use the relevant incentive theory knowledge learned,through questionnaires and interviews with relevant staff.This paper analyzes the status quo,problems and causes of employee motivation in H enterprises in detail.After analysis and investigation,it is found that there is still a large room for optimization in employee motivation in H enterprises.In particular,there are some problems and deficiencies in the structure of compensation and welfare,the imperfect design of employee performance appraisal mechanism,the lack of long-term planning for employee career development,the lack of differentiated incentives,and the partial understanding of motivation.Therefore,on the basis of clarifying the basic concepts and related theoretical background,this paper uses the theory of demand level,based on the principle of employees 'differentiated needs,and considers the needs of employees,career development,and corporate management.It also tries to build an incentive optimization plan for employees in H enterprises from five aspects: remuneration and welfare,performance assessment,employee career development,humanization management,and differentiated motivation,and then forms a set of more systematic plans.The analysis of this paper not only further tests and enriches the theory of employee motivation in theory,but also contributes to the long-term healthy development of the employee incentive mechanism in H enterprises in practice,improves its core competitiveness,and better serves the military's dietary security.It is also expected that the corresponding research conclusions can provide reference for many service companies that are socialized in military food security,provide reference for the Advancement of military food security socialized reform,and further promote the development of in-depth military and civilian integration.