The Research On Optimizing Solution Of Employee Incentive Mechanism Of Chenzhou Double-crane Pharmaceutical Co., Ltd.

With the rapid development of economy and continuous diversification of industrial structure, social system for labor division and coordination has become increasingly developed and human resource has played more and more important role in producing social wealth. As the most active and special one in factors of production, the importance of human is generally recognized. In order to maintain long-lasting competition for further development, enterprises must establish a scientific and rational human resource management system. Incentive mechanism is an important content of human resource management system, as well as the fundamental condition in which enterprises create, inspire, meet and maintain the enthusiasm, initiative and creativity through physical and spiritual methods, to guarantee the realization of enterprise's anticipated target. It can be said that whether enterprises establish a complete and effective human resource incentive mechanism suited for practical situation will determine the fate of enterprises in a certain degree.Based on the review of motivation theories and related literatures of human resources management, the paper summarises the problems and their reasons in the implementation of incentive mechanism of Chenzhou Double-Crane Pharmaceutical Co., Ltd., referring to the present situation of employee incentives of the enterprise, and emphasized the importance and urgency of rebuilding incentive mechanism. Combined with the characteristics of the enterprise and successful experience of the other enterprises, an optimizing solution for incentive mechanism is proposed in terms of material incentives, mental stimulation and work incentives. The guarantee strategies for employ incentive mechanism are put forward, which are expected to take effect for implementation of incentive mechanism.The paper not only practically instructs the setting in the employee's career, the establishment of performance appraisal system, and incentives of non-competitive income, but affords lessons for the development of high-tech private enterprises.