The Study Of Incentive Method Of Shenglong Technology's Technique Team

Modern Hi-technical enterprises are faced with more and more complicated environment, which demands that enterprises should adopt more flexible organizational style being geared to the problems and tasks. The operational mode of team or project is an effective measure to solve such a problem.The case studied in this paper—Beijing Shenglong Technology Limited Company is a typical IT enterprise main for technique team with operational mode of project. This paper uses the method of questionnaire research and case study. After completely understand the current situation of human resource management in Beijing Shenglong Technology Limited Company, the paper does following work from the angles of organizational behavior, information economics and project management.Shown as follow from several steps:Based on the cognition about concept and function of project-team, this paper analyses the essence of teamwork. In view of two major problems existing in the project-team operation (the phenomenon of "Free rider" and the difficulty of performance assessment about individual), and combining with the character of project-team human resource, this paper puts emphasis on two factors (one factor is how to improve the level of effort and ability of team members, the other is how to enhance the construction of organizational system), and works out a motivational plan about project-team.After introduces Beijing Shenglong Technology Limited Company briefly, the paper makes an inventory of available human resource management team. In the light of the present situation of project management, it summarizes seven problems existing in the project management of company. This paper adopts questionnaire research method and cany out satisfaction-level investigation of 50 engineers who come from four different projects. After analyses 50 pieces of questionnaire, we find the incentive mechanism based on project-team is vacant severely. Five aspects are listed as follows: (1) Weak pressure mechanism presupposes powerful one. (2) It is lack of scientific working assessment mechanism. (3) The salary system based on equalitarianism is on a high plateau. (4) The channel of career development is simplistic. (5) The material incentive is rich, while the spirit incentive mechanism is poor.How to solve the incentive problems based on project-team in the company? This paper puts forward a train of thought. In accordance with four design principles (project effectiveness as a base, combining motivation with risk, individual and team winning in common, and meeting the needs oflong-term developing strategy), it sets forth countermeasure about how to strengthen project-team motivation. Three points are listed as follows: (1) According to the needs of salary , especially performance system establish the incentive of reward; (2) Building spirit incentive system;(3) Constructing adapting project culture, as team construction is use project-team corporation to operate, especially by some measures to incentive team members. Through these three ways to built incentive management as to create better environment for employee's working.The value of the paper lies in studying the team's incentive mechanism of hi-technique enterprises, especially the paper refers to the method of performance management, which is more effective. Now many middle and little hi-technique enterprises have low level in performance management. The paper gives a sample for the same mode and development stage middle and little hi-technique enterprises.