CBH Ltd. Core Employee Motivation Case Study

Human resource is an important strategic resource in today’s knowledge economy. It is an essential element for the enterprise that wants to be in a dominant position in the fierce market competition. The core stuff, as the mainstay of the operations, is enterprise’s indispensable resource. Incentive is one of the human resource management’s key parts. It contributes organization and operation system. It also helps retain and attract good employees. Perfecting incentive management system is the basic guarantee to enhance the enterprises operating efficiency, and to determine the rise and fall of enterprise development.How to improve staff motivation and job satisfaction is still the biggest problem for China’s state-owned enterprises currently. There are many enterprises face the problems such as overstaff, low enthusiastic and inefficient work. How to make the employees to enhance initiative and develop their individual potential has become a challenge placed in front of these enterprises. In this paper, we analyze a large state-owned enterprise. We use a combination of qualitative analysis and quantitative analysis to explore the status of the enterprise core staff motivation satisfaction and provide suggestion on optimizing organizational incentives. This case study provides reference for the kind of large and medium-sized state-owned enterprises in refined and improved the system of enterprise management system.This paper organizes in following order:First part is basic introduction, including the case company’s operating and human resources. Second part is theory, including classic motivation theory and on this basis, explore the specific issues of the case company exist in the actual operational process. Next, we analyze feedback data collected from our design questionnaires on core staff motivation satisfaction, and obtain five dimensions of organizational staff. They are motivation feelings-career development, organizational climate, salaries and benefits, personal achievement and enterprise development. We apply further analysis of individual differences in factors of employee satisfaction, and provide a basis for optimizing enterprise incentive system. Finally, we provide suggestions on improving employee incentives with the combination of the conclusions enterprise reality.