Research On Motivation Tactics Of The Employees In Heilongjiang JC Research Institute

The reform of institutions is a gradual process. And in this process, by the "state protection" to "free market" changing, there will be more or less problems. Among them, the human resource problem is relatively easy to show. While employees motivation comes the top priority.This paper is based on the work unit of the author-Heilongjiang Building Materials Industry Planning and Design Institute(Hereinafter referred to as JC Institute). Due to historical reasons, the unit's employee incentive do not standardized. The initiative of employees is inhibited, so the employees' work enthusiasm and initiative cannot be brought into full play. If the test market acceptance in this working state, it is clear that there is no competitive at all.The paper takes the human resources and organizational behavior motivation theory in science as the theoretical basis, combining with the actual situation of the unit, analyzing the age, sex, marriage, education, job title, salary and preparation etc. of the staffs. And through the making of employee job satisfaction questionnaire, the author collects the staffs' way of thinking, situation views, expectations for the unit and their future plans. After the results of the questionnaire were analyzed, we now learned material incentives and mental stimulations are missing and inadequate. Material incentives include low salary levels, performance management missing, five insurance payments low proportion, subsidies out of line with the times; Mental stimulations include less investment in staff training, promotion system imperfect, staff appraised no effect. The status of the problem concludes a series of problems: leadership and management redneck, personnel management system omissions, staff burnout, staff work not careful, limiting factor in higher unit.Aiming questions mentioned above, we will make research on improvement strategies. Respect for the management redneck, focusing on the development of employee career development and employee training programs; For personnel management system, paying attention to recruitment links, while reducing personnel turnover; For staff burnout, check-in-check-out system and composite pay system should be established and the implementation of the pay system of performance appraisal system, For employees not working fine, correct staff attitudes and strengthen the excellent employee behavior recognition.At the last part of the paper, we also propose a number of safeguards to assisting in the implementation of incentives, inc luding improve working and testing conditions, supporting the diversification of humane care, enhance communication among colleagues, try a new position mode, Improve the modern information system etc.