A Study On Private Enterprises Employee Incentive Problems In View Of Human Capital

The further development of market-drived economy and the advancement of "Internet +" bring the development opportunity to the private enterprise, it also makes it easier to face more fierce competition at the same time. On the one hand private enterprises need time to adjust to adapt to the rapidly changing environment; On the other hand, private enterprises especially the large number of small and medium-sized private enterprises have weak foundation, so there are many factors restricting its development. One of the most important factor is that human capital incentive strategy can’t play its role: spiritual incentive is not fully known, lack of long-term incentive and enterprise culture give no full play the role of incentive. Human capital incentive strategies are so difficult to play their role that lead private enterprises high staff turnover, acceleration of the risk of moral hazard and restricting the synergies of human capital, which now has seriously affected the enterprise human capital owner’s enthusiasm and initiative. The focusing point of competition in the ―internet+‖ is the core competitiveness,well the talent constitutes the basis of the core competitiveness. So it’s very important to study the incentive strategies of private enterprise in the view of human capital.Human capital actually is a dynamic process more than a noun, whose owner obtains knowledge in the school, acquires skills in the practice and being healthy in exercise. In this process, the owner acts as a carrier, and the ownership of human capital belong to him only. So the perspective of human capital incentive is the incentive for enterprise employees.Taking consider of the human capital theory and the incentive theory, this paper argues that the owner acts as the bridge between human capital and incentive, which is this paper’s subject. But we must know clearly that the heterogeneity of human capital makes human capital multiple-layered, and the material and spiritual needs differ from different levels of human capital, which is the starting point of different incentive strategies designed according to different levels of human capital. Drawing lessons from domestic and foreign scholars’ contribution and overcoming the shortcomings, this paper takes the level of human capital as a starting point, and analyses different material and spiritual needs in detail. Hoping helps the private enterprises in promoting its continuous improvement, then I design the corresponding human capital incentive strategy accordingly...