S-Enterprise Promoting Employee Participation Program Research

Employee participation is not only an important incentive and constraint method for employees,but also an important means to solve the problem of information asymmetry in enterprise management and improve the efficiency of enterprise management.Promoting employee participation not only benefits employees 'career development,promotes the realization of employees' self-worth,and improves the speed of information transmission and flow of the enterprise,but also helps to improve the enthusiasm and efficiency of employees,and create better business performance.This article analyzes the current situation and problems of employee participation in S companies,and finds that their willingness to participate is not strong,and the company's incentives for employee participation are insufficient.On the one hand,employees lack attention to the company,and they are not actively involved in corporate training and organizational activities.On the other hand,the company has shortcomings in promoting employee information exchange,capacity improvement,employee participation in the cultural atmosphere,promotion of positions,and benefits.The reason lies in the following aspects:First,the organizational structure of the S enterprise is unreasonable.Communication between various departments of the company is poor,management processes are not clear,employees have higher communication costs at work,and have less satisfaction with the company.Secondly,the construction of corporate culture is superficial,failing to play the role of cohesive and motivating employees,so that employees can not combine their own development with the development of the enterprise,achieve effective interaction and promotion,and are indifferent to enterprise development.Third,the promotion channels for employees are not smooth.A single career promotion channel makes employees hopelessly promoted at work.Capable employees choose to change jobs.Existing personnel are step by step,which affects the effectiveness of the company and reduces loyalty to the company.Finally,the salary incentive mechanism is rigid,and fixed wages account for a large proportion of total wages.Performance appraisal wages cannot effectively stimulate employees 'initiative and enthusiasm,which affects employees' work efficiency,work attitude,and sense of belonging to the company.Based on this,this article proposes improvement schemes and measures for employees of S enterprises.First,to strengthen organizational structure and optimize employee information sharing mechanisms,it is necessary to comprehensively improve departmental functions and promote communication and integration between departments.Second,to strengthen the construction of corporate culture and enhance employees' cultural identity,it is necessary to strengthen the role of cultural orientation,cohesion and motivation.Third,innovate the skills training of employees and promote their ability to improve.Fourth,strengthen the company's career channel construction and improve the promotion space for employees.It is necessary to speed up the career promotion of employees,strengthen the construction of horizontal and vertical career channels,and reform the management model of career development.Fifth,reform the company's salary system and stimulate the enthusiasm of employees to participate.It is necessary to care about the actual interests and output value of employees,improve the salary standards of technical employees and management talents,and at the same time,change management assessment methods to effectively link salary with performance.In order to ensure the smooth implementation of the plan,the article finally puts forward the implementation of the improved plan and safeguard measures.It is necessary to make good preparations before the implementation of the improvement plan,pay attention to the construction of management teams during the implementation of the optimization plan,and pay attention to supervision and control during the implementation of the optimization plan.Second,strive for the high attention of senior managers,strengthen the formulation of improved program training systems,and finally provide material guarantees to ensure that employees participate in the normal operation of the management system.