Research On The Problems And Countermeasures Of Z Company's Incentive Mechanism

Since 2017,the world economy has shown a slow growth trend.For Chinese enterprises,the favorable factors of international competition have declined,the advantages of low-cost human resources have declined,and the outflow of talent is serious.As the main body of large multinational group enterprises,Z company will face greater challenges in the future development.Enterprise management and management level need to be improved in an all-round way,and the core content of enterprise management is human resources management.From the domestic point of view,Z company is the cradle of domestic heavy vehicles,leading the benchmark of the industry,further improving the level of human resources management,establishing a scientific and effective incentive mechanism,reducing brain drain,and enhancing the competitiveness of enterprises,which is the focus of the industry.As a state-owned manufacturing enterprise,it is one of the current tasks of its managers and insightful people to improve the employee’s spirit of ownership and working enthusiasm,to make all people unite in one mind,to build an international first-class brand and enterprise,and to rank among the world’s top players.In view of the above considerations,I have established the topic of "Research on the Problems and Countermeasures of Z Company’s Incentive Mechanism".In the course of the research,I designed three questionnaires for employees,including salary and welfare questionnaires,Post management and promotion questionnaires and staff training questionnaires.The questions listed basically covered the framework and support points of enterprise incentive mechanism.The employees were randomly selected to answer the questionnaires,and 143,144 and 149 valid questionnaires were retrieved,respectively.Based on the incentive theory of Hierarchical Demand Theory,Two-factor Theory,Expectation Theory and Equity Theory,this paper analyses,summarizes and extends the survey results by modules,and finds out the problems existing in the current incentive mechanism,such as the long-term low salary of employees,solidification and scarcity of welfare,position overlap,overstaffed team,formalization of performance appraisal,simple monetization and formalization of staff training.And career development channels are relatively single,hierarchical complex,and official-based color is more serious.In view of the exposed problems,the countermeasures are put forward,including: cost reduction for salary increase,flexible welfare design;implementation of competitive employment and 360 degree quality test;establishment of a scientific and effective assessment system,implementation of Key Performance Indicator(KPI)assessment for cadres,and establishment of Elimination Mechanism;increase Staff Continuing Education support,strengthen Staff Training,and create an Innovative Ecosystem based on incentives;Industry promotion space,not only to train a group of passionate cadres,but also to train a large number of technical experts,scientists,as well as skilled craftsmen.The research also draws the following conclusions: to build a team of high-quality cadres with passion is the premise of establishing a scientific incentive mechanism and the fundamental guarantee for the development of enterprises;to establish the concept of full-staff incentive,every cadre and his subordinates is a small incentive system,and every employee is an incentive point.