Research On HG Company Middle Managers Incentive Problem

Incentive not to manipulate, not to control, but to meet the needs of the people, are reasonable to meet the needs of employees to motivate staff enthusiasm. But a long time, business incentives for middle managers in understanding and operating a misunderstanding led to corporate middle managers can not play the biggest role of personal values. The level of middle managers feel excited, and will affect the enthusiasm of middle management and efficiency, thereby affecting the long-term stability and development of enterprises. Clear incentive needs of enterprises of middle managers, determine the incentives for corporate middle managers affected by the size of the incentive for companies to improve the motivation of middle managers feel, work motivation and work efficiency of non-significance.The object of this study, HG Founded in June 2003, HG company’s operating factors and resources from the elements, although generally speaking with other companies about the same, but there are big differences in the proportion of each element and sort on. University research and production-oriented enterprises operating elements include research and development, marketing and sales, support and service, the company’s services, the internal management of the five areas, including research and development and production of the most important management factor; university research and production-oriented enterprises the main elements include human resources, technology and products, marketing and service network, user groups, partners, brands and industrial property, financial and other tangible assets seven areas, including human resources as the most important resource, especially enterprise backbone occupy class managersHowever, in the latest employee satisfaction survey, middle managers and companies to work satisfaction is low so that company executives by surprise, apparently some problems incentives company middle managers. Excessive negative incentive and no positive incentives, business work pressure and no sense of honor of professional experience to make the company’s intermediate beams are not happy. For HG companies, incentive problems of middle managers is the most critical and most important. Correct understanding of their value, to fully understand their needs, focusing on HG-related incentives are indispensable for the company’s development. This is the significance of this study lies.Paper is divided into the following sections:The first chapter is an introduction, discusses the background of this choice purpose primary consideration, conceptual interpretation of expert interpretation and the reality of the proposed reference, considering the way the essentials, and the situation at home and abroad to do research and evaluate overall comb. The second chapter describes the theory of human resources, mainly discusses the theoretical motivation and incentives. The third chapter is HG company profiles and middle management incentives, describes the company’s human resource profile HG, HG companies use case in the manner described in middle management problems of incentives. The fourth chapter is the problem incentives HG company profiles and middle management analysis, this chapter is for the issue described in Chapter Ⅲ were analyzed. The fifth chapter is to improve the company’s middle managers HG incentives:incentives from the growth and work to build a combination of incentives, pay attention to the emotional motivation and cultural incentives, incentive pay system redesign to improve three aspects of the company’s middle managers encourage HG mechanisms.