Research On Incentive Mechanism Of Technical Staff In Small And Medium Software Enterprises

The world today is in the information age, the continuous development of informationindustry have made profound changes in the world economic structure and social structure. Inrecent years, China’s electronic information industry has expanded steadily, ranks in the world’sfirst place for many years. A country’s science and technology development level depends on thedevelopment level of Information industry, and the software industry is the core of informationindustry, The software is of great significanc for the country’s innovation and development ofscience and technology. So, the development of information industry should be the developmentof software industry in the first place. In information industry, software industry ranks swelled,performance excellence in recent years, become a industry of highlight of national level of highvalue-added industries and measure the symbol of comprehensive strength of the country.In the software industry, small and medium-sized software enterprises occupy the most, butfor small and medium-sized software enterprises, talent is the fundamental guarantee of thedevelopment of software enterprises. Human competition, that is the competition of the technicalpersonnel will be the key to the small and medium-sized software enterprises. In small andmedium-sized software companies, attention to technical personnel is lack of effectivemanagement and incentive, talent turnover rate is high. Therefore, this research topic start withthe technical personnel of small and medium-sized software enterprise, the main research for theimplementation and improvement measures of incentive mechanism in the medium and smallsoftware enterprises.This paper analyzes the development situation and problems of the software industry, andthe technical personnel demand in today’s software enterprises, Due to the different needs of itspay, personal growth and development, professional team and the enterprise developmentplanning and vision, the small and medium-sized software companies have different levels ofrequirements on construction of incentive mechanism.This study takes XX software enterprises as an example empirical overview of the currenttypical small and medium-sized software enterprise with the market environment, humanresources, and the problems existing in the management, understanding technical personnel’spsychological and working conditions by questionnaire and exit interviews. According to thequestionnaires and interviews, the problems existing in the medium and small software are theimperfect incentive management system, single salary incentive, lack of training and promotion,evaluation and the team honor motivation incentive effect is not obvious, the lack of long-term incentives, and low atmosphere.Based on the incentive theory, with the demand of the technical personnel and thecharacteristics of small and medium-sized software companies, the paper think that the cause ofthe problem can be summed up in the limitations of small and medium-sized software enterprisescharacteristics, technical personnel, management, lack of management experience, the restrictionof the software industry, the external environment, improve measures can be put forward to setup the coordination incentive mechanism, optimization of multiple salary system, pay attentionto personnel training, improve the compensation evaluation and feedback mechanism, perfectingthe virtual equity long-term incentive mechanism and build collaborative enterprise incentiveculture, etc..