Research On The Employee Incentive Mechanism Optimization Of Qinyuan Co.,Ltd.

Under the background of the national comprehensive construction of ecological civilization,China’s environmental protection industry has achieved unprecedented development,which brings opportunities for the rapid development of environmental protection enterprises and also intensifies the competition among enterprises.Human resources are the most core resources of enterprises.How to reasonably and effectively use human resources is the key to win enterprise competition.Incentive is an important means of human resource management.A reasonable and effective incentive mechanism can fully stimulate the work potential of employees,improve the level of human resource management level of enterprises,so as to enhance the core competitiveness of the enterprise.Qinyuan Company is a small-scale environmental protection water treatment company.In recent years,with the development of the environmental protection industry has made some achievements,and the deficiencies of the company’s internal management system have been gradually exposed.In particular,the problems existing in the incentive mechanism restrict the play of the company’s human resources potential and the construction of the talent system,affect the improvement of the company’s management level and the implementation of the strategic goals,and make the company’s development momentum insufficient.In the increasingly external environment of fierce competition,how to strengthen the internal management and improve the incentive mechanism is the urgent problem for the company to solve.This thesis has conducted a series of in-depth research based on the current situation and strategic development plan.First of all,through the interview method of the employees targeted satisfaction survey,from the qualitative perspective of the incentive mechanism and its content implementation situation,through quantitative evaluation method to build evaluation indicators,evaluation model,and adopt fuzzy comprehensive evaluation method,from the quantitative perspective of the current incentive mechanism and the implementation of the content.After the above research work,found that the overall operation of Qinyuan incentive mechanism is still in the middle level,in salary and welfare,performance management,career development,cultural spirit have different problems,salary fairness and employee ability matching,assessment indicators and the implementation of rewards and punishments,promotion mechanism,staff training and cultural construction and system and environment are many deficiencies,can not fully motivate employees.Secondly,in view of how to optimize the lack of corporate incentive mechanism,further conduct related research,draw research conclusions,and formulate optimization strategies.Its main optimization measures include: change the salary setting method,set post-level salary and salary and performance,optimize performance objectives and index system,improve the evaluation process and results application,strengthen performance communication,improve training and promotion mechanism,rooted in corporate culture,improve the rules and regulations and improve the company environment,etc.Finally,formulate the implementation steps and guarantee measures of the incentive mechanism optimization work,to ensure that the optimization work can be effectively implemented,and then improve the management level of the company’s incentive mechanism.The research conclusion of this thesis provides guidance methods for improving the incentive situation of Qinyuan Company,providing direction and support for the future strategic development of the company,and provides some reference significance for the formulation of incentive mechanism optimization schemes similar to Qinyuan Company.