Company A Operator Incentive Mechanism Study

In this article perspective, SMEs in order to gain advantage in the competition, theymust attach importance to human resource management, employee incentive mechanismmust be used to attract and retain qualified personnel, in order to improve their corecompetitiveness. But many SMEs are in trouble of staff turnover caused by failureincentive in.A company is a Taiwan company, engaged in a consumer electronics manufacturing.In today’s highly competitive market, companies have the motivation to break the currentsingle product, customer single predicament. But because the company staff high turnoverrate, the human resource system is not running smoothly, product development capabilities,production and processing of quality yield has been low, making the company has not beenable to successfully break through the current dilemma. So, firstly, this article is reviewingthe research methods, company situation and the system introduction. Then expound theincentive theory from abroad reference document, to find the reasons for the failure of thecompany incentives by theoretical analysis. Secondly, this article will study the literatureand motivation question, based on the study and get a results that monetary incentive is themost important incentives in Company A, the conclusion is incentives direction is limitedto low-level situation, and be lack of high-level employee incentive.In this article, will use incentive theory to analyze and discuss the establishingincentives questions in company A. By study integrity of the theory and operation needs,deepen understanding of the theory of motivation, try to provide a framework to solvepractical problems for the establishment of the basement for scientific, continuously andeffective incentive mechanism. Because company A s problems is typical in China’sTaiwan enterprises at the moment, therefore discussed in this article also have incentives toenlightening the other Taiwan-funded enterprises.