The Research On Human Resource Motivation Mechanism Of Small And Medium Enterprise In China

Along with continuous deepening of Chinese economic structure reform, the small and medium enterprises have become an important growth point in economic development and scientific innovation of China. Therefore, the small and medium enterprises have an important place in Chinese national economy. Since the 21st century, China's small and medium enterprises have developed at an unprecedented rate, Small and medium enterprises have played an essential role in increasing employment, creating revenue, providing wealth and stabilizing society. However, the average life expectancy of China's small and medium enterprises is only 2.9 years. Thus, the lack of talents motivation mechanism that is supporting for the sustainable development of enterprises and the insufficient solution for human resources are important reasons why China's small and medium enterprise can not be the lasted ones. As a result, whether China's small and medium enterprises can achieve sustainable development or not, the key issue is talents management. Nowadays, with the establishment of core philosophy of "people-oriented", the management of small and medium enterprises has become increasingly prominent in the role and the strength of PEOPLE. So developing a right motivation mechanism and using appropriate methods are of far-reaching significance to the talents management and the development of small and medium enterprises.This paper focuses on the incentive mechanism for Chinese small and medium enterprises, through referring to extensive literature, comparative analysis and on the basis of the theoretical research of Chinese small and medium enterprises combined with the status of human resources incentive. Then with regard to the incentive problems which are existing in small and medium enterprises , this paper aims to explore the construction methods of the incentive mechanism for Chinese small and medium enterprises and establish effective incentive management strategies to provide a reference. The article is divided into the following five sections:The first part is introduction. The introduction contains background and significance of topics, and proposes the issues which will be found in this paper, then it gives the thinking and basic structure of the paper.The second part is incentive mechanism of human resources. In this part, the author defines the incentive and incentive mechanisms. At the same time, it discusses the level of incentive and gives the picture of the incentive model. Finally, this part does classified research about the classic theory of incentives.The third part is the analysis on incentive mechanism of human resources in China. The author analyzes the problems which exist in human resource incentive mechanism of small and medium enterprises: mainly of unreasonable pay system, unsound promotion mechanism, deficiencies of career design; "three Light" problems (light training, light decentralization, light protection), and finally illustrating the consequences of unsound incentive mechanism through a real case.The fourth part is the construction of human resources'incentive mechanism in Chinese small and medium enterprises. First of all, it gives goals and principles which should be followed in the construction of incentive mechanism of small and medium enterprises. Further more, this part designs human resources'incentive mechanism in small and medium enterprises. At last, it points out the matching system which needs to be improved during the process of the construction, and gives out the corresponding solutions to problems which arise in the case of the third part.The fifth part is the conclusions. It summarizes the conclusions and significance for reference of the whole paper.