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1、某房地产企业底层员工激励制度改进分析本文导读：这是一篇关于某房地产企业底层员工激励制度改进分析的文章,本文以Y房地产公司基层员工为研究对象，对其现行基层员工激励机制进行优化，以充分调动基层员工的积极性、主动性和创造性，促进企业健康、稳健发展。 摘要知识经济时代，人力资本是企业最关键、稀缺的资源。基层员工是企业重要的人力资本，有效激励基层员工，对企业的发展十分重要。但近年来外部市场环境竞争日益激烈，Y房地产公司受其影响较大，营业收入明显下降，同时基层人员的薪酬大幅降低，对此基层员工产生不满情绪，工作积极性降低。可见，Y房地产公司现行基层员工激励机制已经无法有效的激励基层员工，严重影响企业的发展。
2、因此，本文以Y房地产公司基层员工为研究对象，对其现行基层员工激励机制进行优化，以充分调动基层员工的积极性、主动性和创造性，促进企业健康、稳健发展。本文首先回顾激励及激励机制相关概念和理论研究，通过问卷调查、访谈及案例分析，对Y房地产公司现行的基层员工激励机制展开研究，发现Y房地产公司基层员工激励机制主要存在以下问题：基层员工绩效管理设计不严谨、基层员工薪酬结构未充分体现公平性、没有设置合理的基层员工晋升通道、缺乏针对基层员工的系统培训体系、基层员工奖惩机制不规范、没有针对基层员工特点设计富有吸引力的福利项目、针对基层员工的企业基层文化建设滞后、不注重研究基层员工中长期激励措施等。造成以上问题的
3、主要原因是：未能针对企业战略的调整及时优化基层员工激励机制、各种激励制度与措施未能落实、基层员工激励机制制定之前没有进行充分的调研、没有重视基层员工职业生涯管理体系的建立、基层岗位职责及职权界定不清晰、未对基层员工充分授权。针对上述问题及产生这些问题的原因，提出Y房地产公司基层员工激励机制优化的原则、目标，并设计以下优化方案：优化基层员工绩效管理方案、改进基层员工薪酬结构、拓宽基层员工晋升通道、建立健全基层员工培训体系、强化基层员工奖惩机制、采用福利点数购买法满足员工对福利的差异化需求、加强针对基层员工的企业基层文化建设、实行项目跟投制以长期激励基层员工。为保障基层员工激励机制优化设计方案能够
4、切实执行，以达到预期效果，本文提出以下保障措施：成立基层员工激励机制优化方案实施工作小组、制定科学的方案实施计划、创建切实关心基层员工的环境氛围、加大对基层员工的投入、认真倾听基层员工的呼声和建议。现在房地产行业处于特殊时期，现行激励机制难以适应时代的发展和企业的成长，亟需优化。本文针对Y房地产公司所提出的基层员工激励机制优化的原则、目标及方案，对其他房地产公司也具有较好的参考借鉴意义。关键词：房地产公司；基层员工；激励机制；优化；保障措施。AbstractIntheeraofknowledgeeconomy,humancapitalisthemostcriticalandscarce res
5、ourceforenterprises.Grassrootsemployeesareimportanthumancapitalofthe company,effectivelymotivatinggrassrootsemployeesandareveryimportanttothe developmentofthecompany.However,inrecentyears,theexternalmarket environment has become increasingly fierce. Y Real Estate Company has been greatly affectedbyt
6、his,anditsoperatingincomehasdecreasedsignificantly.Atthesame time,thesalaryofgrassrootspersonnelhasbeengreatlyreduced.Thishascaused dissatisfactionandenthusiasmforthegrassrootsemployees.Itcanbeseenthatthe currentgrassrootsemployeeincentivemechanismofYRealEstateCompanyhas beenunabletoeffectivelystimu
7、lategrassrootsemployeesandseriouslyaffectthe developmentofenterprises.Therefore,thispapertakesYrealestatecompany s grassrootsemployeesastheresearchobject,optimizesthecurrentgrassroots employeeincentivemechanismtofullymobilizetheenthusiasm,initiativeand creativity of grassroots employees, and promote
8、s the healthy and steady development of the company.Thispaperfirstreviewstherelatedconceptsandtheoreticalresearchof incentivesandincentives.Throughquestionnaires,interviewsandcasestudies,thecurrent research on the incentive mechanism of grassroots employees in Y real estate companyiscarriedout.Itisf
9、oundthattheincentivemechanismofgrassrootsemployeesinYrealestatecompanymainlyhasthefollowingproblems:grassroots employeesThedesignofperformanceappraisalsystemisunscientific,thesalary structureofgrassrootsemployeesisnotdesignedfairly,thereisnoreasonable promotionchannelforgrassrootsemployees,thesystem
10、trainingsystemfor grassrootsemployeesislacking,therewardandpunishmentsystemforgrassroots employeesisnotstandardized,andthedesignofgrassrootsemployeesisnot attractive.Welfareprojects,theconstructionofgrassrootscultureforgrassroots employees are lagging behind, and we do not pay attention to the long-
11、term incentive strategies for grassroots employees. The main reasons for the above problems are: not payingattentiontotheconstructionofgrassrootsemployees,notfullyempowering grassroots employees, lacking strategic human resource planning, not paying attention to the establishment of career managemen
12、t system for grassroots employees, unclear definitionofdutiesandauthorityatthegrassrootslevel,grassrootsBeforetheestablishmentoftheemployeeincentivemechanism,sufficientresearchwasnot conducted,andtheadjustmentofthecorporatestrategywasnottimelyadjustedto optimize the incentive mechanism for grassroot
13、s employees, and various management systems and measures were not implemented.In view of the above problems and the causes of these problems, this paper uses the incentive mechanism and related theories to propose the principles and objectives of the optimization design of the incentive mechanism fo
14、r grassroots employees in Y realestatecompany,anddesignsthefollowingoptimizationplans:optimizethe performanceappraisalsystemforgrassrootsemployeesandimprovethegrassroots employees.Salarystructure,broadenthepromotionchannelsforgrassrootsemployees,establishandimprovethetrainingsystemforgrassrootsemplo
15、yees, strengthen the reward and punishment mechanism for grassroots employees, adopt thewelfarepointpurchasemethodtomeetthedifferentiatedneedsofemployees, strengthenthegrassrootsculturalconstructionforgrassrootsemployees,andimplement project and investment The system will encourage grassroots employ
16、ees in thelongrun.Inordertoensurethatthegrassrootsemployeeincentivemechanismoptimizationdesigncanbeimplementedeffectivelytoachievetheexpectedresults, thispaperproposesthefollowingsafeguards:theestablishmentofagrassroots employee incentive mechanism optimization program implementation working group, thedevelopmentofascientificplanimplementationplan,thecreationofan environment that cares for the
