| With the continuous upgrading of the economic structure and the increasing awareness of environmental protection,the status of energy in the industrial chain has declined,and energy enterprises are generally affected to varying degrees.In recent years,because of the impact of the international political and military situation,the international oil price has been continuously rising,the energy crisis has become increasingly serious,and the world economic situation has therefore also cast a shadow,even the domestic economy has also experienced sluggish growth.The prospects for the development of energy enterprises in the next few years are not optimistic.It is very necessary to pay attention to strengthening internal management,in particular,we should pay more attention to the motivation mechanism of grass-roots employees in order to create the driving force for the continuous development of enterprises from within.In this case,the promotion of energy enterprise staff incentive mechanism research,not only conducive to the fundamental solution of the real problem,and can further deepen the related research.In view of this,this paper takes YT Energy Group as the research object,introduces the basic situation,organizational structure and the macroscopic situation of the grass-roots staff of YT Energy group in detail,this paper analyzes the related activities and system design of the group in the aspect of the motivation mechanism of the grass-roots staff.On the basis of making Special Questionnaire and carrying out questionnaire survey,starting from the aspects of salary incentive,examination incentive,training incentive and promotion incentive,analyzes and reveals the main problems in the motivation of the group’s grassroots staff,and follows up with a more in-depth attribution analysis,based on this,the strategic plan and guarantee mechanism of YT Energy group to further optimize the incentive mechanism for grass-roots employees are considered.Research findings: YT Energy Group grass-roots staff incentive mechanism,although the salary level is high,the employee’s satisfaction and sense of justice are obviously low,the evaluation incentive is too formalistic or subjective,some of the training is not effective,the promotion incentive space is too small and so on.Faced with this situation,the group should optimize the salary structure of the grass-roots staff,improve the grass-roots staff education and training mechanism and development promotion mechanism,and further strengthen the performance management of grass-roots staff.At the same time,we should also build an all-round guarantee mechanism from the angle of organizational leadership,budgetary funds,supervision and management,and cultural construction. |
