| At present,the global energy system is undergoing a great change.Clean,low-carbon and environmental protection have become the trend of energy development in most countries.As a pillar energy industry,electric power plays an important role in energy development.And the development of an industry,at its root,is the role of people.How to attract,retain,cultivate and motivate talents has always been an important issue for the development of the company.G Electric Power Service Company,as a technical state-owned enterprise,has a prominent proportion of technicians.However,as for the incentive policies for technicians,the system is backward and the incentives are not in place.The enthusiasm of technicians is generally low,and they do not give full play to their maximum value and role.This paper combines the business situation of G Electric Power Service Company and the incentive status of technicians,and based on the excellent management experience at home and abroad,explores the scheme system that can improve the incentive effect and satisfaction of technicians,so as to improve the business level of enterprises.Firstly,this paper summarizes the research on incentive theory at home and abroad,and combs the theoretical research of incentive mechanism,and determines the methods and theories needed for the research.Secondly,it investigates and analyzes the current situation of technical personnel incentive.After mastering the basic information such as the age,education background and technical title of technical personnel,it uses interviews,questionnaires and other methods to conduct a comprehensive investigation and evidence collection on the current situation of incentives,and summarizes the current incentives.The main problems are unreasonable salary structure,lack of selectivity in welfare design,imperfect performance appraisal system and small application scope,single post promotion channel and lack of fairness,unreasonable title evaluation system and formal training.In view of the problems existing in the current incentive strategy,combined with the future development strategy and objectives of the enterprise,this paper puts forward the objectives and principles of the new incentive strategy,and formulates a set of incentive strategies based on this principle.In terms of salary and welfare incentives,optimize the salary structure design,reflect the differentiation of the same position,and diversify the design of corporate welfare;in terms of performance appraisal incentives,improve the enterprise performance appraisal management system,quantify work performance,and achieve differentiated distribution;in terms of job promotion,optimize the promotion channel of employees,design a dual-channel promotion mode,and strictly supervise the promotion process;in terms of personal growth incentives,improve the evaluation method of professional titles,carry out targeted training and career planning,and optimize employee training programs.Finally,this paper puts forward safeguard measures such as improving management thinking,establishing incentive strategy management committee,issuing incentive implementation plan system,allocating sufficient funds,and building a unified information management platform to ensure the implementation of incentive strategy. |
