Knowledge-based Employees The Company CAYA Incentive Mechanism

How to effectively motivate employees, managers of research has been a hot issue. The development of human resources in recent years, many enterprises have also gradually establish a viable system of incentives designed to build an effective awareness, promote the wishes of affected employees and reach an agreement with business goals, maximize the value creation of an integrated system. Which contains a "brave be rewarded under the''material incentives, but also" for friends who died, "the spirit of encouragement. CAYA company is a main business of software development for small and medium-sized technology companies. The main staff knowledge-based employees, such as software engineers, software testing and so on. CAYA In this paper, for example, to the company's software development department and technical personnel as the main study, combined with incentives CAYA company and the issue of the status quo, to establish a set of appropriate technology currently CAYA staff incentives, through the rational implementation of CAYA company can give full play to the ability of knowledge workers and enhance the core competitive edge and ability to adapt in order to achieve objectives of the strategic management of human resources, and ultimately better serve the overall strategy.The first chapter introduces knowledge-based employee incentive company incentive status. This chapter begins with a brief on the definition of knowledge workers and knowledge workers at home and abroad on the study of motivation theory and simple to comments. Secondly, the article CAYA for example, that employees as a typical knowledge-based employees, and the use of two-factor theory of Herzberg, the company's current situation and incentive management has done a detailed analysis of the status quo with the introduction, analysis of the company's current personnel strengths and weaknesses, as is the development of small and medium-sized, CAYA in human resource management there are still inadequate and there is no real sense to understand the real needs of employees, an incentive was not obvious, a single method, more in the material to meet the needs of employees, the spirit that there was no systemic incentives, so the result is not satisfactory incentive.The second chapter introduces the problem of companies the incentive to carry out the causes of the problem and analysis of incentives. In this paper, the most representative of the company's technical staff to carry out a survey of six areas, through analysis of survey results show that there is an incentive company issues: health factors mostly less incentive Habitat; salary income is not high, the lack of competition in a fair and reasonable system; staff love learning, but the lack of training opportunities for enterprise; employees do not have a strong sense of belonging, no long-term business strategy; imperfect level of human resources management. The formation of the above problems for the use of theory and practical experience related to the problem in detail the causes of the analysis caused by the above-mentioned incentives of the main reasons for failure: the rigid pay system; poor management performance appraisal; the lack of career development planning; ignore corporate culture. CAYA company staff to carry out an effective incentive, must pay through the strengthening of the re-evaluation, to strengthen the performance assessment to provide career development and the establishment of four aspects of corporate culture to enhance a sense of belonging among the staff do. So that the next chapter, on the company's inspired by CAYA strengthen weaknesses, CAYA company to design an incentive mechanism to explore, design firms CAYA incentives. Chapter III of the main design principles, models and mechanisms to build a number of ways to introduce incentives to complete. First of all, a clear incentive mechanisms for the design of several major principles: timeliness, relevance, power variability, external equity, internal competition, incentives and negative incentives are a combination of principles, the reasonableness of the principles and the principle of clarity. In line with these principles, in order to develop practical CAYA companies solve practical problems and incentive mechanisms, including incentive pay, performance evaluation incentives, incentives and career development incentives in four areas of enterprise culture, including: incentive pay most of the design into three : fixed salary, performance pay and the combination of the general welfare; inspired the design of performance evaluation indicators into project management, financial profitability indicators, a combination of software quality indicators; designed to inspire career development counseling career development, training, a combination of incentives; corporate culture inspired designed to stimulate learning, innovation incentives, a combination of honor incentives. Articles were part of each design and implementation of a detailed description of methods.The establishment of this incentive mechanism is based mainly on the two-factor theory of Herzberg-oriented direction, and through the issue of the current analysis. Chapter IV of the article is mainly a mechanism to explain how to carry out in practice, the need for systematic implementation of plans and taking into account the uncertainty of the future to deal with the program. This requires two stages: preparation and implementation period. Of which: to prepare the implementation period is divided into three steps: a first step, a thorough publicity, so that staff from the heart, to accept the new incentive mechanism; the second step, the establishment of a fair and transparent performance appraisal mechanism; the third step, the collection of baseline data for future evaluation. Implementation period is divided into four steps to implement: a first step, mobilization meetings and training; the second step, timely monitoring and feedback, in accordance with the incentives to develop specific incentives; the third step, a regular evaluation mechanism; the fourth step, feedback and adjustments. Require the implementation of incentives to continue to call, feedback, evaluation and adjustment. CAYA the company's incentive mechanism to plan the implementation of the above, is fully capable of mobilizing the company's knowledge-based employees, thereby its potential for the company to create a better value.Each policy and program development in general there are certain risks, which requires us to do so at the time of each decision-making must be implemented with certain safeguards, thereby reducing implementation risk. Similarly, the implementation of an incentive mechanism also exists the risk of failure motivation. It is mainly manifested in the lack of incentive and encouragement over. Therefore, CAYA incentive mechanism in the implementation process more than once, we should actively take the initiative to understand the dynamics and the idea of staff to identify the root causes of problems and make timely adjustments and modifications to ensure that this mechanism can meet the Company's actual CAYA situation, so as to solve the actual CAYA companies incentives to achieve the desired effect.Of this article by CAYA proposed for the effective implementation of incentive mechanisms, to avoid the current shortage as a result of incentives to enterprises and employees arising from the occurrence of undesirable phenomena, and can motivate the existing problems are resolved, at the same time the company can fully mobilize the knowledge-based the enthusiasm of the staff, the stability of a large number of professional and technical backbone to provide the level of human resources management company, so that companies can achieve CAYA most software companies is currently on a knowledge-based employees to achieve the desired goal of human resource management.