Research On Optimization Of Employee Incentive Mechanism In H Construction And Installation Engineering Company

With the rapid development of China's economy and society,the construction and installation industry is playing an increasingly important role in promoting the national economy.It has become a traditional industry,a pillar industry and an industry to enrich the people and increase their income.In recent years,Shandong province has deeply implemented the strategy of transformation of old and new driving forces,vigorously promoted the transformation and upgrading of traditional industries,and continuously promoted the green,intelligent and safe development of the building materials industry.The construction and installation enterprises in Shandong province have ushered in huge development opportunities,but they are also facing more severe challenges.At present,most construction and installation enterprises have changed from labor-intensive to science and technology management,and the competition among enterprises is increasingly fierce,and the core is talent competition.In order to attract,cultivate and retain talents,the construction and installation industry needs to constantly improve the level of human resource management,establish a scientific and reasonable incentive mechanism,and then maximize the subjectivity and creativity of employees,and provide strong talent support and intellectual support for the development of the company.In this thesis,based on the theory of incentives,the H construction and installation engineering company as research object,through the optimization of the employee incentive mechanism research direction,take the literature analysis,empirical study method and questionnaire investigation,H construction and installation engineering company existing staff incentive mechanism were investigated,to find out at present,the company existing problems and reasons in the employee motivation,Put forward optimization and promotion measures to further improve the employee incentive mechanism system.This thesis finds that H construction and installation engineering company has some problems in employee incentive system at the present stage,such as relatively single incentive system,insignificant salary incentive,imperfect performance appraisal and insufficient training and promotion incentive.These problems are mainly influenced by social factors such as regional development level,industry incentive competition and government policy.The historical inertia of the enterprise,backward incentive concept,unreasonable incentive target,imperfect human resource management mechanism and other internal factors of the company,limited career planning,interpersonal relationship and other personal factors of the employees.So from the analysis of employee work motivation,improve the salary incentive,build a training system,smooth promotion channels,perfecting the mechanism of choose and employ persons,concerned about a line personnel,etc,puts forward H construction and installation engineering company to improve the effect of incentive method,further reduce the cost of operating and managing the company effectively stimulate employee enthusiasm,long-term development for the company to provide strong support in respect of human resources,We will continue to strengthen the core competitiveness of enterprises.At the same time,in order to ensure the implementation of the optimization scheme,this thesis gives more comprehensive suggestions on the guarantee system from the aspects of organization,system and cultural guarantee,so as to better improve the incentive effect of H construction and installation engineering company and provide reference for the industry and other similar enterprises.