Incentive Mechanism Research On New Generation Employees Of Company C

In the fierce competition, Chinese enterprises become increasingly aware of that the key to build core-competitiveness and realize the strategic development goals, is to strengthen human resource management fundamentally, and spare no efforts to build a young, promising and high-quality practical talents team. By the end of 2011, the Chinese population born in 1980-1999 has reached 417.28 million, the most active and productive, which has been in or is entering the world of work, gradually become the main force of the enterprises. It becomes the vital theme to inspire their potential talents to a maximum extent in human resource management. At the same time, the following social factors, such as the implement of Reforming and Opening-up to Outside World Policy, the popularization of higher education, society informatization and globalization, have shaped the striking personality characteristics of the new generation employees and work characteristics, thus brought great impact and new challenge to traditional human resource management and incentive mode in enterprises.With this background, this paper, basing on Company C system, takes the aim to research incentive mechanism and explore its optimization path and countermeasure choice of new generation employees. The research shows that the new generation employees take on differences from senior staff in two aspects: personality traits and job characteristics. They are open-minded and share multiple values, they are more independent, tending to pursue freedom and democracy, are keen to advocate self assertive and accept new things, paying more attention for pursuit of good material conditions, with high self-expectation. The questionnaire analysis shows that Company C’s incentive strategy is low-satisfying, enterprise management concept and incentive measures don’t follow the development of the times, can’t meet the need-diversity of new generation employees.The analysis to its current incentive situation of Company C shows the following problems: the current salary growth is under the psychological expectations of the new generation of employees, more stress has been put on age and experience in assessment and incentive mechanism with no public supervision, there are less training opportunities, in spite of the low level and lack of career--planning management, organizational culture is weak and draws no participation of new generation employees, and so on.Basing on the further optimization of the salary incentive structure and the welfare system of Company C, this paper attempts to give some suggestion to improve and perfect its incentive mechanism: the first is to take the optimal path by establishing a comprehensive communication system, from top to bottom and smooth, attaching more importance to the long-term development of the new generation of employees and creating the innovation and harmonious corporate culture, the second is to follow the principle of two combinations: one is the combination of target incentive, material incentive and spiritual incentive, the other the combination of positive incentive and the negative incentiveAccording to personality and demand characteristic of the new generation employees, this paper puts forward an incent mechanism to youths, namely: to establish comprehensive pay-management system taking its needs as the lead and training system basing on career development of new generation employee, to improve the multi-channel promotion incentive and build the organizational culture atmosphere to pay more attention to psychological care and encourage the innovation.