| With the increasing trend of economic globalization and world economic integration,state-owned enterprises have lost their advantages in the increasingly fierce market competition.How to keep up with the pace of development and occupy a favorable position in the competition? The importance of human resource management is becoming increasingly prominent.Through the integration and development of human resource management,adhere to the talent concept of "encouragement,training and achievement",and maximize Improve the use efficiency of human resources,maximize the value of human resources,so as to promote the development of the overall strategic development goals of enterprises.Hunan Branch of China Oriental Assets Management Co.,Ltd is one of the 26 branches of China Oriental Assets Management Co.,Ltd(COAMC in abbreviation).In Hunan Province,which is responsible for the acquisition of non-performing asset packages launched by banks in Hunan Province and the independent development of mergers and acquisitions,fixed income and other businesses.In recent years,the employee turnover rate of the branch has increased,the employee organization discipline has weakened,the employee knowledge structure has been difficult to match the needs of the market business development,whether compared with the counterpart organization of the same industry in Hunan Branch or with other brother branches of the group are lagging behind,and so on.Therefore,it is urgent to discuss the causes of this situation from the management perspective and find out the solutions.Based on the theory of human resource-related incentive,after analyzing the current situation of employee incentive mechanism of Hunan Branch of COAMC,this paper analyzes the problems of existing employee incentive mechanism of Hunan Branch of COAMC,mainly including: incentive structure imbalance,performance evaluation is not standardized,lack of effective platform for employee growth and development,incentive constraints are limited.The reasons for these problems lie in the restriction of branch system,the lack of human resource management professionals,and the lag of corporate culture construction.Therefore,in order to improve the material incentive of employees in Hunan Branch of COAMC,strengthen the spiritual incentive of Hunan Branch of COAMC,enrich the emotional incentive of Hunan Branch of COAMC,we should adhere to the principles of people-oriented,fair and equitable,the combination of diversified incentives,the combination of positive and negative incentives,and legal compliance,and take measures to optimize the salary structure,improve the performance appraisal mechanism,strengthen employee training incentives,and improve employee care.First,establish a monthly assessment system,combine the daily assessment management of employees with the payment of post salary,and establish a certain incentive and restraint mechanism to promote employees to be based on their posts,take the initiative and perform their duties;secondly,set up special talent allowance and provide rental subsidies to young employees to retain and attract outstanding talents and young employees;then guarantee the equal pay right of social workers for equal work In addition,we should strengthen the management of employee education and training,and attach importance to the development of employees' career by expanding and enriching their work,establishing job rotation and other systems.Finally,through the construction of staff home,pay attention to staff health examination and public welfare leave to improve employee care.Through perfecting the employee incentive management mechanism of Hunan Branch of COAMC,we expect to improve the human resource management level of the branch,improve the employee satisfaction,mobilize the enthusiasm of the employee,and enhance the operating efficiency of the branch.It has a certain reference for the same enterprise in the same stage of development is or will be planned to implement employee incentive mechanism of enterprises. |
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