Research On The Ways Of Incentive And Restraint Based On Hunan Gold Credit Guaranty Corporation

Human resources are the most valuable resources. Keeping on improving the human resources management capacity, is not only the necessities for enhancing market competitiveness, but also a fundamental need to a sustained long-term development of enterprises. Since reform and opening up, China’s economic and society have achieved rapid development. Economic reform has given enterprises new life, and created a great value to society.With the separation of corporate’s ownership and management rights, on one hand the enthusiasm of business operators is motivated, and the efficiency of production and management has been greatly improved, but on the other hand, decentralization of business owners has brought another negative problem,which is the inconsistent in target between the operators and owners. Business may be slack or malicious collusion to damage the interests of owners. How to avoid this problem from occurring is the problem to business owners to actively think about,which is the subject of the business incentives and restraint mechanisms analyzed in this paper.According to the business incentives and constraints, and the case of HuNanJinXin guarantee company, I analyze this problem preliminary. On this basis,I pose the measures of perfecting business incentives and restraint mechanisms. This thesis is divided into five chapters: Chapter one first introduces the general research background and significance.Then summarize the status quo of the question at home and abroad. Finally, describe content and structure.Chapter two discusses the basic theory of incentives and constraints mechanisms of enterprises human resource management. First introduces the definition and dialectical relationship of incentives and constraints.Then emphasize the importance of incentives and constraints mechanisms of enterprises human resource management. Second, describes the theory of incentives mechanisms. Third, discuss the manner of constraint from the angle of internal constraints and external constraints.Chapter three analyze various factors of incentives and constraints mechanisms of enterprises human resource from three aspects.First disuss how the nature of enterprise ownership influence incentives and constraints mechanisms from four aspects, as follows,state-owned enterprises, collective enterprises, private enterprises and mixed-ownership enterprises. Second, describes how the differences of employees’needs influence incentives and constraints mechanisms.Third,from the angle of cultural differences between China and the West,analyze how Chinese cultural background influence incentives and constraints mechanisms.Chapter four analyzes the case objectively by combining the case and theory on the basis of theoretical explanations. This thesis firstly introduces the overview of the case of HuNanJinXin guarantee company.Then, introduce the status of human resources management.Third,analyze the problem which exists in the incentives and constraints mechanisms.Chapter five proposes specific measures for perfecting incentives and constraints mechanisms in HuNanJinXin guarantee company based on the previous theory discussed and case analyzed,which from three aspects,as follows, establish differentiated system of incentives and constraints, build a scientific and reasonable performance appraisal system and strengthen staff training and career development planning comprehensively.