Highway construction supervision and inspection personnel incentive system discussion

Abstract: highway Engineering supervision and inspection personnel on the needs of the status quo, combined with the human resources theory of motivation to study, try to explore some of the scientific and effective incentives, stability and optimization of highway Engineering supervision and inspection staff.

Keywords: highway Engineering supervision and inspection personnel incentives

First, highway construction supervision and inspection staff personal needs analysis
(A pay benefits
In the seat of the Organization, as compared with local companies, highway Engineering supervision department of the advantages of a larger wage levels, and other administrative departments pay quite so on the highway Engineering supervision department is satisfied the overall remuneration conditions, some of the staff of salary distribution system dissatisfaction that do not reflect the capabilities, nature of work, work, and full completion of the task, performance is good, the bad and the wage level has little to do, the dissatisfaction of many highway projects from contract supervision and inspection personnel, the pay , bonus allocation fairness, and job performance linkages made mostly young employees dissatisfied.

(B) the organizational culture, work environment aspects
The current highway construction supervisors and inspectors general of the organizational culture, work environment dissatisfaction over the years accumulated to form the "Tai Chi" cultural impact of the collaboration between the various departments of the progress, the organization's work environment caused you willing to assume responsibility, and just not enthusiastic, leadership qualities, style, ideas for the formation of organizational culture play a significant role, many people are dissatisfied with the organizational culture, leading to some dissatisfaction with the organization, team cohesion is not strong.

(Three staff training, personal growth
Older road construction supervision and training of inspection personnel of the organization's basic no comment on the views of the organization of training more and more new staff members for the young main views are: organizations do not have a sound training system, pertinence, and staff performance does not matter, and the staff's personal career Development is not closely linked, the role of employees actually work to help smaller, etc. Highway supervision and inspection personnel personal growth, the majority of young people preparing employees for promotion of the organization's system of dissatisfaction, whether it is preparation of contract staff or employees, all of the recruitment, dismissal and other institutions made more comments.

(Four other
Many road construction supervision and inspection staff willing to stay in highway engineering supervision department of the reasons: wages and benefits higher than those of local enterprises and state-owned enterprises, organizations, better follow-up prospects. Off-road construction supervision departments Rationale: Road Works on the organization culture, work environment, dissatisfaction, there is no suitable Development platform, exercise the opportunity to grow less satisfied with decisions on organization and leadership, leadership quality is not high, lack of charm.


Second, road construction supervision and inspection personnel Causes Problems
(I need a lot of road construction supervision and inspection of highway construction workers
At present, China is building or road construction projects ready to be more, which led to the existing highway engineering supervision and inspection personnel can not meet construction needs, according to China's road Development plan, the next step there is more road base construction, This has resulted in an experienced, mature supervision and inspection of highway engineering staff shortages will further exacerbate the trend.

(B highway projects supervision and inspection personnel to develop a long cycle
Highway projects related to traffic safety, National Highway Works department road construction and to monitor the whole operation, which for highway construction safety, quality assurance, and progress put forward higher requirements, the same, supervision and inspection of highway construction workers requirements differ with the general construction, construction supervision and personnel engaged in general can not be directly engaged in road construction supervision and inspection.

Highway construction period is longer, a highway construction supervision and inspection personnel must be a construction training, can really take on supervision and inspection of highway engineering tasks, which result in highway road construction supervision and inspection personnel from other sectors not directly supervise and inspect the road works directly added, must go through a longer period of training and practice to be competent road construction work.

(Three existing pay system can not serve as an effective incentive
Works from the highway department the current pay system point of view, the combination of pay system is a high stable pay model. The basic salary and benefits pay relatively high proportion, with the proportion of individual performance-related bonuses rarely. The basic salary is more fixed, the welfare difference is small, its main long-term incentive effect, play a role in long-term stability and keep the staff almost no effort to be able to receive full pay. current pay system and performance linked part of the very few, compared with the total remuneration, hardly an incentive for the organization's core talent needs, the organization can not be reflected from the pay system, or even if there are reflected in the performance appraisal, but because the proportion of their remuneration small, the effect did not reach the incentives, so that the remuneration package, no help to attract and retain key talent, encourage innovation, improve employee motivation role. Links to free download http://www.hi138 . com Third, highway construction supervision and inspection personnel incentive system build path
(A focus on the establishment of internal pay equity distribution system
Organizations pay to internal reform should be fair as the focus in the Development process of salary distribution system to give full attention to supervision and inspection of highway construction workers labor diversity, through the scientific method established by the organization the size of job responsibilities, difficult Easy level, skill requirements and other aspects of evaluation, fairness within the organization to determine the relative value of different positions, different positions are arranged in the form of pay levels must maintain fairness and consistency in the level of the number of pay levels, the differential between the different pay levels size and determine the salary differential in standards reflects a fair value for the different relative positions, should be paid different salaries, in order to accurately reflect the value of labor pay the difference.

(B to establish performance-based assessment of the distribution pattern of diversification of external remuneration
In improving organizational performance management system based on the combined personal income employees pay and performance pay for the positions of two parts, which are basically stable wage jobs, according to the nature of employees engaged in the job and ability to determine quality requirements, basically range of health factors, and pay for performance for the live part of the income, the size should be the employee's actual job performance to decide.

(C to establish flexible salary incentives inherent
Establish flexible internal compensation incentives should be based on the company's core employees as incentive compensation within the main target of concern.

First, you can work through the design and redesign of the company's core employees full authority, and secondly, to reform the organization and training of organizational design, integration of training resources, in addition, according to the type of employees and positions, different positions , the internal design of different forms of remuneration in the form.

(D to establish incentives for the growth of multi-channel
First, in addition to promotion, the organization should also use job rotation, and other career Development, including job rotation, to give more responsibility to a variety of career development and other means, and secondly, for staff career development planning, in addition to based on personal work performance, but also considering the staff's skills and professional ethics, once again, the use of moderate tempo planning staff's career development. moderate pace can continue to motivate employees to improve their positions of perceived value, so it has a good time to learn the skills of the next job, and finally, employees of different ages with different career development strategy. employees at different ages have different career development needs, and therefore require different professional organizations career development strategy.

(E to establish a flexible and diverse system of highway construction contract supervision and inspection personnel incentives
Highway projects due to contract supervision and inspection personnel age, education, experience different, needs are great differences, to encourage them to be, we must establish a flexible variety of incentives.

First, for older road construction supervision and inspection personnel, these personnel salaries and benefits, work environment is higher than other high demand, therefore, to retain these staff and stimulate their enthusiasm for work, initiative, incentive compensation is necessary from considerations, the establishment of performance-based assessment of a wide range of external remuneration allocation mechanism. Secondly, the relatively small for age, contract supervision and inspection of highway construction personnel, in addition to salaries and benefits of measures, but also improve the personnel training, employment mechanism. Finally, for the supervision and inspection of highway construction contract staff to address the worries, contract supervision and inspection of highway construction workers come from within the highway construction unit, design institutes and other units, most of these people are alone in the road base work, spouse, children are in the original location. In this case, the organization of road works supervision contract inspectors to investigate, as there is demand in this area of ​​highway engineering supervision and inspection personnel to address the worries.


References:
[1] Li M. Highway project supervision issues of [J]. Intellect, 2009 (18.

[2] Guo Zhi. On Highway Engineering Quality Supervision Problems [J]. Chinese high-tech enterprises, 2008 (21.

[3] Yan Liming. Employee Incentive Analysis of differentiation [J]. Consumer Guide, 2008 (02.

[4] Wang Jun housing. On material incentives and moral motivation of the continuum theory [J]. Information Development and Economy, 2008 (03).

[5] Zhao Guangsheng by career incentives in the way to achieve flexible management analysis and research [J]. Market Forum, 2008 (04). Links to free download http://www.hi138.com