| With the development and progress of China’s economy and society,people’s requirements for a better life are increasing,and higher requirements are put forward for government governance ability and enterprise service quality.Water supply company is an enterprise that provides water supply services for the general public,government departments,enterprises and institutions.It has a wide range of services.The quality of service is directly related to the economic benefits and social reputation of the enterprise.Talent is the core resource and guarantee for the water supply company to provide high-quality services,and young employees are the main component and training object of the talent team.Only by fully mobilizing the work enthusiasm of young employees and giving full play to the role of young employees can we continuously improve the service quality of the water supply company.As the largest state-owned water supply company in K City,a water supply company has a development history of nearly 100 years,has experienced many management reforms and innovations,and has a great influence in the local area.At present,the company’s young employees account for a relatively high proportion.As the main force of the company’s water supply service,the incentive satisfaction of young employees greatly affects the company’s water supply service quality.This paper focuses on the optimization of the company’s young employee incentive system,and strives to improve the incentive system to improve the loyalty and satisfaction of young employees and improve the company’s water supply service quality.Guided by the incentive theory,this paper selects the young employees of a water company as the object of research,uses the literature research method to systematically sort out and analyze the research literature at home and abroad,combined with the new situation of human resource management under the background of the restructuring of a water company,based on the current incentive system of the company,through questionnaire survey and interview survey,Analyze the needs and satisfaction of young employees of a water company on incentive factors,diagnose problems,analyze reasons,and then put forward optimization design scheme and implementation guarantee measures,so as to provide theoretical guidance and practical reference for the optimization of incentive system for young employees of a water company.This paper mainly studies from the following aspects: first,it diagnoses the problems of the current incentive of young employees in a water company,such as low salary level,small salary gap,equalitarianism,lack of scientific performance appraisal indicators,too subjective,performance appraisal is a mere form,single training method,low pertinence of training,unclear career development,narrow promotion channel and so on;Second,following the principle of objective,the combination of material incentive and spiritual incentive,and the principle of common growth of individuals and enterprises,this paper puts forward the optimization content of the incentive system for young employees of a water company,that is,appropriately opening the salary range to improve the salary level,using the key event method and large data to strengthen performance appraisal,fine development mechanism of education and training and effective feedback effect,Open up career development channels and guide career planning;Third,formulate and optimize the implementation plan and guarantee measures of the incentive system,implement local pilot first,optimize the implementation transition of the scheme,strengthen risk control and scheme implementation evaluation,improve and adjust,and put forward organizational guarantee,employee ideological guarantee,human system guarantee and communication mechanism guarantee to ensure the smooth implementation of the new incentive system. |
