T Construction Company’s New Generation Staff Incentive Plan Optimization Research

The new generation staffs have been become a company’s main force at present.They have comprehensive knowledge structure and active mind.But their quit rate is high and team work spirit is poor.So how to retain and motivate new generation staffs’ enthusiasm and creativity is very important to enhance construction industry’s competitiveness.This will request the construction company and its manager must convert management thinking,innovate way of managing,respect new generation staffs and their requirement,motivate new generation staffs’ potency extremely,create a healthy competition work atmosphere to realize the company’s sustainable development.This article takes T Construction Company as the object of research.Through the study of domestic and foreign incentives,based on a detailed description of the T Construction Company and the current incentive status of the new generation of employees,research and analyze new generation staffs’ incentive satisfaction by questionnaires,the dissertation finds out problems of incentive for new generation staffs: low-level salary and welfare,formal performance appraisal,target-lacked training,ignoring new generation staffs’ career development,poor company environment.And also analyzes reasons of these problems.Based on this,the dissertation optimizes the incentive for new generation staffs from increasing salary and welfare,perfecting assessment and evaluation system,optimizing training incentive system,optimizing career development incentive mechanism and creating environment incentive mechanism;and formulates safeguard measures for the incentive optimization scheme from setting up personnel operating concept,intensifying security effect of the management system,creating a positive-going enterprise culture environment.Thus to realize the aim of carrying out the incentive scheme smoothly.