| Human resources are primary resources to enterprises.Giving full play to the role of human resources helps to enhance the core competitiveness of enterprises and establish their own development advantages.Under the dynamic business environment and increasing competitive pressure,the importance of human resource management(HRM)is becoming more prominent.As a significant part of HRM,the Whether its design and implementation is scientific and reasonable greatly affects the working state of staff,and further influences the development of enterprises.Scientific and effective incentive mechanism not only improves staff’s loyalty and stimulates their positive attitude,initiative and creativity,but also plays the greatest value in realizing the enterprise’s strategic objectives.Taking the staff incentive mechanism of GY as the research subject,the thesis aims to optimize the staff incentive mechanism of GY and uses such methods as literature research,field research,questionnaire,interview and so on.As a state-owned capital operation company born in the reform of state-owned enterprises and state-owned assets,GY undertakes the responsibilities of optimizing the layout of state-owned capital,improving the operation efficiency of state-owned capital and maintaining and increasing the value of state-owned assets.The realization of these functions can hardly do without scientific and effective HRM as well as timely staff incentive mechanism.Along with its development,GY has shown some problems in attracting,cultivating and retaining talents.Combined with the research results of incentive theory at home and abroad,the research finds that there are problems in GY’s current incentive mechanism,such as unclear incentive effect of salary and welfare,formalization of performance appraisal,imperfect promotion and development mechanism,unscientific training incentive system,and unsystematic corporate culture etc.This paper puts forward optimization suggestions from five perspectives:salary and welfare,performance appraisal,training,promotion and development and corporate culture construction:adjusting salary structure,implementing classified salary management,optimizing performance evaluation index system,strengthening communication and feedback in the whole process of performance appraisal,carrying out staff training,demand analysis and carrying out layered and classified training activities,improving the staff mechanism of promotion and elimination,broadening the promotion channels,improving the promotion development system and the corporate culture system.In the meanwhile,safeguard measures are designed from four aspects:strengthening organizational guarantee,forming implementation joint force,perfecting system guarantee,dredging communication and feedback channels,and giving play to the role of supervision and guarantee,so as to ensure the smooth implementation of optimization suggestions in GY. |
