| With the coming globalization competition and knowledge economy, human resources become increasingly the bases of competition strength of corporate, that has been approved generally by manager and entrepreneur. That the engineers and technicians has been the main factor of establishing core competition for GuoYang new energy has been admitted fully. But how to incentive activity of the engineers and technicians is still a problem which disturbs managers.The paper utilizes organization and relevant theory and means such as human resource administration and so on. By means of analyzing the current situation of inspire of engineers and technicians in GuoYang new energy , and the data statistics about investigation of satisfactory degree of work of engineers and technicians , from which the reads may find the current mechanisms shortcoming and its reasons. On the basis of reasons, system to assess of performance base on quantization index of assess of performance is made, and a new mechanism is made in the paper. Its main body is faggot spot wage that is composed of three parts such as foundation, quality and post, which is adjusted by performance. What' s more, the new mechanism intensifies the rewords of technological results and rational suggestion, preferential policy, spirit awards and the long-item encouragement. Finally, some policy concerning to practical operation about encouraging mechanism is advised in the paper.In this paper, theories are combined with practices. On one hand, the new mechanism is guided by encouragement theory. On the other hand, it refers to the ways in some relevant coal enterprises, And in guoyang new energy, the technological staff and salary distribution are researched. So it has the feasibility both in theory and in practice. With its powerful aiming and feasibility, the mechanism in this paper have some practical meaning and reference value not only for guoyang new energy but also for the similar enterprises. |
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