Research On The Motivation Strategy Of Front-line Employees Of A Company Based On Two-Factor Theory

In recent years,due to the global economic downturn,the manufacturing industry faced with fierce market competition and other factors,many domestic manufacturing enterprises have experienced the phenomenon of frequent job-hopping of high-quality talents,which makes it difficult for enterprises to carry out follow-up business smoothly,and ultimately has an impact on their overall benefits.Due to the traditional incentive mechanism,employees are unable to actively carry out their work,and the employees who are in the front line and the treatment does not match the work intensity are the most affected.However,in the past,most experts studied the incentive mechanism of front-line employees in the manufacturing industry of listed companies or state-owned enterprises,and have not carried out many researches on front-line employees in the manufacturing industry of small and medium-sized enterprises.In this paper,front-line employees are taken as the research object,and a perfect mechanism for motivating front-line employees is proposed.The theoretical and practical significance of the research work is relatively prominent.Based on Herzberg’s two-factor theory,this paper conducts A satisfaction survey on the company’s front-line employees,and summarizes the survey results from the aspects of health factors and incentive factors,and comprehensively expounds the existing problems and causes of the current incentive status of front-line employees in Company A.The main problems focus on salary and welfare,working environment,performance appraisal,training and learning,career,spiritual motivation and other aspects need to be improved.From the perspective of health factors,the main reasons leading to the problems of compensation incentive are the neglect of internal and external equity and the lack of dynamic adaptability of the design of compensation system.The main reasons leading to the problems of welfare incentive are the lack of pertinence in the top-level design of welfare and the lack of non-monetary welfare.The main reasons leading to problems in the working environment are insufficient capital investment and lack of good communication mechanism and organizational care.From the perspective of incentive factors,the main reasons leading to the problems of training mechanism incentive are the failure to conduct training demand analysis based on post competency and the unscientific development of training plan;The main reasons leading to the problems in the incentive of appraisal mechanism are the unscientific appraisal index and weight and the imperfect application mechanism of appraisal result.The reason for the problem of promotion mechanism is the failure to carry out systematic career guidance for front-line employees;The reason leading to the problem of spiritual motivation is that the management concept of spiritual motivation is relatively backward.Finally,on the basis of A lot of previous work,starting from the two factors of health care and incentive,and adhering to the principles of people-oriented incentive concept,socialized incentive objects,diversified incentive factors and incentive strategies with weight change,this paper puts forward the incentive optimization plan for front-line employees of Company A.Starting from the establishment of broadband salary system,optimization of basic welfare system,improvement of working and living environment,optimization of training system based on competency model,construction of scientific performance appraisal system,strengthening of career planning,and emphasis on spiritual motivation,the incentive scheme is optimized to give full play to the role of incentive factors,so as to provide methods and ideas for improving the incentive status of front-line employees of A company.It also provides reference for other companies in the industry to design and optimize the incentive scheme for front-line employees.