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Translation from original language as provided by author
Currently,Economic development of China has entered a new period of adjustment, the macroeconomic environment and industry face significant economic development policies and strategies for change.With the construction sector and the full liberalization of foreign engineering companies and design firms large-scale influx, which inevitably Design Institute of China's relatively closed in the competitive environment face strongly shock. Market competition will become more intensely. Design Institute operate effectively and manage scientificly with an enormous challenge. At this point, the enterprise's core competitiveness employee's incentive management has become more important for enterprises. First, this paper TYPC Design Institute of employee based system designed to encourage employees theme has been based on the theory of incentive. Secondly, the paper analyzes the status of TYPC Design Institute employee incentive and analyzes TYPC Design Institute staff incentive problems and underlying causes.Then, the paper improved design of more comprehensive from the organizational structure, performance evaluation systems, remuneration systems, career management,training, incentives and other viewpoint of TYPC Design Institute of employee incentive mechanisms.In part of the organizational structure, TYPC Design Institute adjusted the internal design and management institutions, established the design project team, realized from the linear functions of the system to the matrix-based project management system of the organization paradigm shift, lay the foundation for the construction incentives. In the part of performance appraisal system design, the paper combined the target-oriented performance evaluation method, the key performance indicators of the characteristics of focus evaluation method adopted in order to assess KPI-based and with reference to the model of a 360-degree evaluation and constructed a more scientific index system, index weight, assessment criteria and other factors, formed a set of reasonable performance evaluation system. In the part of the remuneration system established a new type of job structure and market-based wage system-oriented salary levels. The employees career management design in a technical career path and management path. In training and development incentive design, the paper adopted a self-training and interactive training, a combination of innovative training methods. Finally, the paper designed the safeguard measures of the implementation in TYPC Design Institute of employee incentive