| As the market and internationalization in various fields deepening of China’s market economy continues to expand, the enterprise development presents new challenges especially in manufacturing. China’s manufacturing industry is entering restructuring and upgrading phase, which means that the professional engineering and technical talent have become increasingly demanding. With China’s labor costs continue to rise, the market quietly changing personnel structure, professional engineering and technical personnel has become a scarce resource on the market. This part of how to effectively motivate employees and to keep them fully stimulate their potential to help companies maximize their value, it has become one of the most pressing problem to be resolved.Focus of this study is based on incentive theory and related human resource theory, through the analysis of Shenzhen company D three classic cases, put forward the incentive problems of the engineering and technical staff in Shenzhen D company. It has carried on the analysis of the causes from corporate culture, compensation system and career development plan three aspects, to provide three countermeasures and suggestions as bellow:First, the construction of enterprise culture suited to the characteristics of the enterprise, adhere to the people-oriented, taking into account equity, real equality transparent working shape atmosphere. Second, the problem of brain drain is solved by establishing scientific and standardized remuneration policies to improve the pay structure. Third, the design of the scientific staff career development planning. To a great extent, solve the engineering and technical staff turnover in Shenzhen D company, improve the technical personnel work initiative and innovation. The main characteristics of the paper are the following:First, this paper takes Shenzhen D company engineering and technical staff to the specific group as the object of study, aiming at the problem of unfair distribution led to the decrease of the backbone employees enthusiasm and puts forward some Suggestions of establishing of a fair and impartial corporate culture to solve the problem due to unfair distribution. Second, through the establishment of scientific remuneration policy of the company to enhance the competitiveness in manpower market, improve the engineering and technical staff turnover status. Third, according to the basic idea of career management, the problem about brain drain caused by the obstruction of career development issues through the design of a scientific career development planning. This will provide the incentive problems some guidance to the companies who are the same type with Shenzhen D company of manufacturers.The paper is divided into five chapters. At the beginning, it is the introduction of the research background, purpose, significance and thinking methods. Then the company profile are introduced, and it also includes the classic cases description of Shenzhen D company. By following, it is the case analysis, it includes not only motivation and other related human resources theory, but also cause analysis. The next part is aimed at Shenzhen D company engineering and technical personnel incentive problems to provide the improvement of the corresponding countermeasures and Suggestions. The last one is the conclusions of this study. |
PDF Full Text Request