Study On The Motivation Of Post-80Generation In Private Enterprises

With the economic globalization, enterprises are facing Cut-throat competition in the complicated and changeable environment. Human resources for current enterprises, is the primary resource for the survival and development. So, the search for talent is the key of enterprise competition, especially the core talents of high value. When in the complex environment, the absence of a mechanism would be influence development of the enterprise. The urgent problem of private enterprise is how to inspire the core employee.To2011, the young man born in1989, the smallest80s, get into the jobs of the enterprises along with the tide of the times. In private enterprises, the80s employees are turning into the backbone of enterprises. So, the new challenges are coming for the private enterprises. The challenges are how to manage Post-80generation, and how to enhance them. Post-80generation, who are with distinct characteristics, are different with their parents. They pursuit of freedom, plasticity, but the mobility is high, and at the same time, want to have happy work and life. Thus, management experience and methods fitting for their parents, are no longer fitting to80staff. Those methods are not longer to be in a good incentive. The core staffs are the largest private enterprise profit maker. After80employees are large proportions in these special groups. The core staffs of Post-80generation are different in the personality characteristics and needs with other age.This paper reviews the incentive theory and the incentive factors, then it would definite the after80, expounding on the research of the domestic and foreign for this group. Then, it would define the core staff, make clear the scope of the core staff in enterprises, and then would analyze them. Based on the existing research results, it would refine the motivation model of the group.