Research On Optimization Of Incentive System For Frontline Employees Of GF Compan

In order to seek development in the fierce and severe market competition,enterprises need to improve their comprehensive competitive strength,the key to improve their comprehensive competitive strength is to have an excellent talent team.An excellent talent team needs some skilled front-line staff in addition to technical and managerial staff.The front-line staff is the main body of enterprise production,the direct producer of enterprise profit,and the main source of enterprise innovation.Especially in manufacturing enterprises,the front-line staff is the key to the talent ladder of manufacturing enterprises,and is an important foundation to promote the rapid development of manufacturing enterprises.Therefore,it is of great practical significance for enterprises to pay attention to the motivation of front-line employees.However,manufacturing enterprises tend to ignore the motivation of front-line employees,which often leads to problems in product quality,safety production and personnel jumping.In order to enhance the competitiveness of manufacturing enterprises in the market economy,it is necessary to realize the effective motivation of front-line employees and optimize the motivation system of front-line employees,so that the comprehensive strength of our manufacturing enterprises can be developed for a long time.This paper introduces the organizational structure of GF company,the composition and characteristics of front-line employees and the current situation of GF company’s motivation for front-line employees.Through questionnaires and interviews,we collected information from the front-line employees,used theories of human resource management,found and analyzed the problems of front-line employees’ motivation system in GF,and explored sustainable solutions for the optimization of front-line employees’ motivation system in GF.This paper concludes that the current incentive problems of GF company can be divided into two aspects: the incentive design has imperfect salary,welfare and performance evaluation system,less spiritual welfare,narrow promotion channel and indifferent interpersonal relationship;on the other hand,the incentive implementation has poor communication between upper and lower levels,unclear reward and punishment and unfair talent selection.Combining ERG theory,two-factor theory,reinforcement theory and fairness theory,this paper proposes the optimization measures for the above problems:optimize the pay for performance system to improve salary competitiveness;build a good interpersonal organization to strengthen employee cohesion;plan employee career development to ensure the effectiveness of training,etc.We hope to provide some ideas on how to improve the core competitiveness of GF company,and we also hope to provide some references for similar enterprises.The front-line employees are the main force of the production of manufacturing enterprises and an important driving force for the development of an enterprise,so it is imperative to optimize the incentive system for front-line employees.Enterprises should change the inherent way of thinking,use diversified incentives,and establish an incentive system that can meet the needs of front-line employees and adapt to the development of the enterprise.