| More than thirty years, accompanied by the division of labor and the transfer of world industry, timely policy reform and opening of our country, plus China large population, vast land and the market, attracted a large number of foreign investment, the full use of China’s foreign advanced technology, management experience, combined with our hard-working and intelligent people, so that China’s rapid economic development, become the British, American, after Japan, the new factory of the world, most of the industrial products output ranked first in the world, the formation of professional manufacturing base in many regions of the country, but carefully study is not difficult to find, the manufacturing industry of our country reflects feature, big and not strong high energy consumption, high cost, low efficiency, low additional value.On the one hand, the transfer of manufacturing to, in the low-end value depressions new such as Southeast Asia, South America and Africa, at the end of 2014, the world famous enterprises such as Nike, Foxconn and UNIQLO, began to withdraw from China to Southeast Asia and India, at the beginning of 2015, Microsoft will be NOKIA’s Dongguan factories shutting down to Vietnam; on the other hand, high-end manufacturing began to return to the developed countries, native, is also at the beginning of 2015, the world famous watch manufacturers- CITIZEN precision(Guangzhou) Co., Ltd., announced the dissolution, together with the Panasonic after, SHARP, big gold moved back to japan. The industrial structure in labor-intensive industries gradually lose advantage, the Chinese people once proud Dongguan traffic jam world stock factory of the world’s feelings, are getting attacked front and rear. How to maintain the international competitiveness of our country, so that the stable growth of economy, we must change the idea, improve the technological content of products and the workers work efficiency, enhance the added value, the implementation of industrial upgrading, which is at a low cost, high efficiency, high technology content, high added value form of industrial structure as the representative of the.This paper selects a technology intensive manufacturing enterprises under the background of M Microelectronics(Shanghai) Co., Ltd as the research object, first explains the relevant concepts, skills, talents, incentive and incentive mechanism; and the related theory: seven of Maslow’s need hierarchy theory, Herzberg’s two factor theory, equity theory of Adams. On the current dynamic and level at home and abroad including Haier personnel training, after making the lifetime employment skills training in Germany and Japan studied, aiming at M Microelectronics(Shanghai) Limited company’s basic situation: With the development of the enterprise, employee turnover problems gradually exposed, especially the senior skilled talents, has seriously affected the normal operation of the company, the overall technical level of the company significantly decreased, the product quality is reduced and the delivery date cannot be guaranteed, even at the loss of some orders, and finally had to from the parent company in Japan and Taiwan to send personnel to support. Points out that the brain drain problem actually is a very common problem, with M company belongs to the integrated circuit industry characteristics, study the specific circumstances of its present incentive mechanism, and using statistical analysis, interviews, and comparative research methods, from the organizational structure, technology growth characteristics, age levels, including loss of the company’s current whereabouts investigation; salary and welfare system, the cultivation of comprehensive research method, and points out that the crux of problems existing in M company of skilled personnel incentive mechanism of. Include:(1) a lack of awareness of talent incentive business executives(2) design of salary system is not reasonable(3) incentives cannot keep pace with the times, the lack of targeted timeliness(4) performance evaluation can not reflect fair(5) middle managers reward and punishment unknown, the rule of color is thick thick(6) form six welfare measures existing skilled personnel incentive mechanism of the main problems, combined with Herzberg’s two factor theory, Maslow’s hierarchy of needs theory, analyzes the equity theory of Adams. Finally, the construction of seven are given the corresponding solution. For example:(1) the establishment of respect for talent, multi channels of two-way communication atmosphere(2) salary design and personal skills contribution contact reflect the level difference(3) for the different departments office background staff settings targeted incentives(4) establishing objective and scientific quantitative performance appraisal system(5) reward and punishment, timely and objective justice(6) the establishment of effective long-term career development prospect for employees(7) talent localization enhance local awareness and improve the centripetal force.Incentive mechanism is the source for enterprise development, is the cornerstone to stimulate the vitality of enterprises, only the long-term incentive mechanism is the source of enterprise power inexhaustible. A typical complicated enterprise environment this paper in our country manufacturing industry transformation and upgrading under the selected as the research object, through the research and Discussion on the skilled personnel incentive mechanism, put forward the countermeasure and suggestion of some simple, hope to have reference for this kind of problems, by extension. In view of the limited ability, in the company’s incentive system design may also involve market environment, the company resources, market position and influence of corporate culture and other factors, the analysis of research in this area can be further mining. |
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