Research On Incentive Strategies For Grassroots Employees In A State Owned Real Estate Enterprise

With the development of market economy,all walks of life are engaged in fierce competition,and the position of state-owned enterprises in the market economy is becoming more and more important.After a series of reforms,the autonomy of state-owned enterprises has been greatly improved.However,due to the rigidity of some systems,state-owned enterprises have for a long time "big but not strong","low efficiency","lack of vitality" and other problems,the incentive problem is increasingly prominent,in the development of many difficulties and obstacles,serious brain drain,work enthusiasm is not strong phenomenon frequently.Grassroots employees are a strong foundation for enterprise development.If you want to stand out,you need to pay attention to the strength of the staff team,establish scientific and reasonable incentive strategies,enhance the sense of identity and belonging of employees,and thoroughly stimulate the motivation of employees.How to establish effective incentive measures to stimulate their initiative is an important factor affecting their operating efficiency and competitiveness.It can not only improve employees’ mentality,form a good working atmosphere,drive work enthusiasm,directly promote the production efficiency of enterprises,but also create more power for the transformation and development of state-owned enterprises.This paper is divided into six chapters,which are introduction,related concepts and theoretical basis,the current situation of enterprise A,empirical research on incentive strategy,discussion and reason analysis of main problems,optimization strategy and research outlook.On the basis of sufficient analysis of domestic and foreign literature,it is concluded that for state-owned enterprises,it is necessary to adapt to market-oriented incentive means,make good use of existing domestic and foreign research results,combine the characteristics of enterprises,formulate appropriate incentive strategies,in order to motivate employees’ enthusiasm for work,take A state-owned enterprise as an example,comprehensively introduce the company’s general situation,personnel structure and the current incentive system.Interviews and questionnaires are used to analyze the implementation of the current incentive system.It is assumed that material incentive,spiritual incentive,career promotion and education and training have positive effects on the work enthusiasm of employees.Descriptive statistical analysis,multiple corresponding analysis,mean analysis and other methods are used to analyze the survey results,and the reliability and validity of the questionnaire are analyzed.Correlation and regression analysis were used to verify the hypothesis.The main conclusion is that there are many problems in the incentive of Enterprise A at present,which are mainly reflected in the inflexibility of performance appraisal,the "equalitarianism" in the unreasonable salary distribution system,the shortcomings and gaps between the current incentive and restraint mechanism,reward and punishment assessment mechanism and market enterprises,narrow promotion channels,single benefits,fewer commendation places,and too rigid and mere form of training.The main reason for the analysis is the nature of state-owned enterprises and corporate culture,and failed to make fundamental changes.The idea of "iron rice bowl" in state-owned enterprises is also deeply rooted in the hearts of grass-roots employees,whose thinking is easy to be solidified,and the management innovation is insufficient.Based on the actual situation of the company,this paper proposes optimization strategies in terms of salary system,performance appraisal,promotion channels,training,etc.,adheres to the principle of fairness,adheres to the principle of combining individual and organizational goals,adheres to both material and psychological incentives,and combines positive and negative incentives,and scientifically improves the performance appraisal.By further promoting the reform of the income distribution system,With positive,efficient,efficient and comprehensive performance management,fully mobilize the enthusiasm of employees,improve labor productivity,broaden the career development path of employees,strengthen talent training,and forge solid strength of the younger generation.Strengthen staff training,timely update staff knowledge structure and reserve,improve staff efficiency,realize the pursuit of self-value.The market distribution mechanism should be truly embedded into the operation and management development of the company,and a performance culture featuring performance,contribution,vitality and positive energy should be created,so as to build a community of shared future between the company and employees and enhance the driving force of enterprise development.At the same time,taking Enterprise A as an example,it also provides a certain reference for enterprises with similar problems,so as to promote practice in a larger scope.