Research On Optimization Of Incentive Measures For Grassroots Employees In YC Company

Along with our country’s economy entering the new stage of high-quality development,the state and mode of state-owned enterprises are constantly changing.In this environment of development and change,industry barriers continue to break down.As a state-owned enterprise,YC Company’s financial agency business also faces challenges from online finance represented by third-party payment,P2P online lending and Internet financial management,as well as from city commercial banks and joint-stock banks.The talent competition among financial enterprises is particularly fierce and the most critical.How to stimulate the working ability and human resource efficiency of grass-roots staff,attract,use well,retain,and then realize the rapid improvement of market competitiveness of enterprises will be an important topic of state-owned enterprises represented by YC Company.YC Company is a wholly state-owned enterprise,mainly engaged in postal services,express logistics,finance and e-commerce.It implements diversified operations.With the help of postal shopping stores and convenient service stations throughout the township,it undertakes the important task of serving both urban and rural areas.With the development of the innovative operation mode of "agency+management" in the financial market,YC Company’s market share of agency financial business is increasing continuously,and its economic benefits and social contribution are also significantly improved.However,the specialization of agency financial business is getting higher and higher,and the automation,intelligence and information level of production and management are constantly improved.YC invests less in talent strengthening enterprises,leading to a large gap in professional ability and knowledge level of its employees compared with its peers.In addition,its inherent human resource management mode of state-owned enterprises leads to low working efficiency and lack of initiative of its employees,which makes it difficult to attract more outstanding talents.So that the role of human resources did not play but hinder the long-term development of enterprises.Based on the above background,this paper starts from the concepts and theories related to the motivation of grassroots employees,summarizes the relevant theories,and explores the incentive measure of grassroots employees in YC company by combining the current research results on incentive factors and incentive systems at home and abroad.By analyzing the development of YC Company and personnel performance appraisal in recent years,from the perspective of grassroots employees,with the help of on-site interviews,questionnaires and other methods,this paper analyzes the current incentive situation of grassroots network employees and finds out the problems to be solved urgently.Including unreasonable salary structure,salary assessment is not sound,salary distribution is not clear,the promotion system is not perfect,training plan is not implemented,environmental protection is not in place,cultural construction is not integrated.Based on the in-depth analysis of the above problems and reasons,based on the comprehensive compensation theoretical framework,from the two dimensions of economic compensation and non-economic compensation,the establishment of compensation broadband system,optimization of compensation assessment mechanism,consolidation of compensation distribution standards,improvement of promotion and development system,professional training plan,improvement of staff working environment,shaping the characteristics of the enterprise culture,and other seven aspects of optimization measures are proposed.Provide constructive solutions for the optimization of human resources and the improvement of incentive measure of YC company,and constantly promote the reform and transformation development of grassroots network.