The Research For The Human Resources Incentive Mechanisms Of Jinan Netcom Corporation

In China today,several leading communications enterprises share the market. After access to WTO,in order to meet the requirements of the market economy,The government has repeatedly stressed that foreign communications companies can enter the Chinese market at the right time. So for a time, the leading communications companies are at swords'points, and the competition is in a white-hot phase.The leading companies have made lots of advertisements of their products for potential markets. The core of competition lies in the competition of talents. The soul of the enterprise is its staff and the quality of the staff decides the advantage or disadvantage of the enterprise. One of the necessary conditions that all the enterprises nowadays are pursuing to realize their goals is how to exert the staff's enthusiasm and creativity to let the staff make their greatest efforts to the enterprises.This paper firstly introduces the background of the choice. The author has referred to a lot of literature at all times and in all over the world and makes a detailed exposition. Then the author conducted a random survey questionnaire to Jinan Netcom. The contents of the questionnaire include the design and operation conditions of the existing incentive system of Jinan Netcom Corporation. The author classified the staff in accordance with the different nature of the work,different positions, different qualifications and the level of wage, conducted the research, statistics and analysis,and found the problems of existing incentive mechanisms of Jinan Netcom Corporation. In the last part of the article,the author proposes corresponding suggestions for talent incentive policy.This paper reached several serious bottlenecks hampering the enterprise through the investigation: the design of staff motivation of the enterprise lacks long-term mechanism,ignores the delay effect in the implementation of staff motivation, and the non-salary incentive mechanism to the staff is not in place, which result in staff's indifferent awareness of the group,and analyzed the causes of the problem. This paper makes certain innovations on the basis of existing theories,brings about a number of theories and principles, feasible measures and specific incentive modes. These are all good for the feasible operation of companies'incentive mechanisms, with a view to make contributions to the theories of establishment and implementation of incentive mechanism of human resources to the same industry.