Research On Employee Incentive Mechanism Of H Water Conservancy Engineering Company

With the development of the society,there are more and more opportunities in the current market,but competition and opportunities coexist.As an important productive force in the competition and development of modern society,talents are introduced and excavated by various enterprises with a large amount of capital.Attracting more and more employees with higher comprehensive quality to serve the enterprise and cultivating more talents to add bricks to the enterprise has become one of the key considerations in the current work of each enterprise.At present,the most effective way to achieve this goal is to implement incentive mechanism.This paper intends to study the problems and causes of the incentive mechanism,and propose a more optimized incentive mechanism optimization scheme for all kinds of problems,so as to help enterprises find a suitable foothold in the increasingly fierce competition and achieve the goal of long-term stable development of enterprises.This paper selects H water conservancy engineering company as the research object.The company is a water conservancy engineering enterprise,under the support of national policy development has been good.Now that the water infrastructure is getting better and the government has come up with a new slogan,science and technology to control the Yellow River,all these policies are conducive to the company’s development.However,under this background,the benefit growth of H hydraulic engineering company is very slow.There are many reasons for the slow growth of the company’s efficiency.The change from old to new drivers has brought about certain external influences,while the more important factor in the internal influences is the mismatch of the incentive mechanism.This paper will focus on the research on the employee incentive mechanism of H water conservancy engineering company.Combined with the current situation and background of H water conservancy engineering company,this paper firstly takes the concept of replacing old rivers with new ones put forward by the current country as the starting point of this paper,expounds the policy background,realistic background and research significance of this paper,and introduces the following research contents and research methods.Then,around the research object in this paper,the brief and the related concept are sorted out,and introduces the current world recognized theories on incentive mechanism,with Maslow’s demand theory,two-factor theory,LMX theory and ERG theory four more representative theory as the theoretical basis,this paper expounds the theoretical perspectives adopted in this paper.Subsequently,the basic structure and human resources scale of H hydraulic engineering company were preliminarily understood,and the basic situation of the company was investigated.Then,using the method of inductive method,questionnaire survey and depth interview method to the company’s incentive mechanism for further study,from material incentive and spirit incentive and growth incentive three dimensions to find the current growth H problems of water conservancy engineering company employees incentive mechanism,and analyzes the cause of the problem,design H water conservancy projects for the next step the company’s incentive mechanism optimization to find the basis.Finally,based on the above analysis results of the employee incentive mechanism of H water conservancy engineering company,combined with the relevant data of the questionnaire obtained in the company,the optimization scheme of the incentive mechanism suitable for the company was proposed from the three dimensions of material incentive,spiritual incentive and growth incentive,and the corresponding safeguard measures were proposed.The research shows that there are many problems in the employee incentive mechanism of H water conservancy engineering company.In terms of salary level,employees generally reflect that the current salary level of the company needs to be improved,and there is a certain suspicion of favouredness in performance appraisal,awards and promotions.In terms of talent training,although the company’s training has a certain distinction,but the directivity and purpose is too strong;The company has not paid much attention to employees’ personal career development and corporate culture.Therefore,in order to improve its incentive mechanism,it is necessary to take multiple measures and apply the needle to the specific situation.In response to such problems,the primary task of H water conservancy engineering company is for the leadership to change their thinking and correctly understand the value of employee motivation.To be specific,H water conservancy engineering company can improve by means of differentiation in such aspects as salary and training.In terms of welfare system and career planning for employees,it varies from person to person and pays attention to the idea and quality of employees.Improve regulations on performance appraisal and promotion to ensure fairness and equality;Establish a common cultural awareness,create the local cultural atmosphere of the enterprise.To some extent,the research results of this paper can provide a valuable reference for the design and optimization of the employee incentive mechanism of H water conservancy engineering company.Similar enterprises in the industry can also improve the employee incentive mechanism of their own enterprises based on the research results and their own actual conditions.