Research Of The Incentive Mechanism On Employee After 90s’ In W Company

With the rapid development of economy in our country, the time changes, and grew up in after the reform and opening to the outside and has distinct characteristics of The Times "after 90" staff, has become the goal of modern enterprise competition for talent. "after 90" staff more and more important in the position in enterprise talent structure, has increasingly become the main force of enterprises especially small and medium-sized enterprises employees at the grass-roots level.Compared with before the "90" staff, "after 90" staff in personality characteristics, psychological needs and values and other aspects of the particularity of its proprietary, the traditional management mode has been challenged. Therefore, to establish a scientific and effective incentive mechanism, utmost ground excitation "after 90" staff’s work enthusiasm, has become the current our country enterprise development important problem to be solved. "after 90" staff is the focus of requirements, first of all, is the development demand, the second is the material needs, again is the relationship between demand, while the existing incentive status mainly reflects in the three aspects as individual incentives, compensation, and team, etc. but "after 90" staff satisfaction with the status quo of this commonly expressed as low.This article first introduced the "after 90" staff incentive mechanism related research status at home and abroad, this paper expounds the theory of "after 90" staff incentive mechanism, analyzes the "after 90" one-child, degree is high, the value of utilitarian, pressure, pay attention to personal interest, pay attention to career planning, diversified value orientation, focus on work life balance, high turnover rate, strong consciousness, taking W company as an example, through questionnaire and interview, the result shows that in terms of W company "after 90" staff, W company incentive mechanism mainly exist the following problems. the variable compensation system is imperfect, unreasonable performance appraisal, training system is not sound, the promotion system need to be improved, the lack of career planning guidance, enough attention to humanistic concern, and from the external environment, W company the company itself, individual three angles to analyze the causes of the problem. On this basis, this article follows the principle of combination of material incentive and spiritual incentive, specifically designed based on material benefits, personal development and working environment incentive factors of "after 90" staff incentive mechanism.The characteristics of this study was an organic combination of universality and individuality, based on related theory and the results of the investigation and analysis, hope to design scientific and reasonable incentive mechanism, in order to achieve "after 90" of W company staff incentives, on the great degree of W company "after 90" staff management to provide the reference and also for the development of our center, similar to many enterprises to provide the reference.