The Research On The Motivation Of The Post-90s Employees At Basic Level Of IT Manufacturing Enterprises

Post-90s employees gradually have become the backbone of the IT manufacturing enterprises, the main body created by enterprise value and the strategic resource of enterprise competitiveness. Post-90s have distinct characteristics and new values, bringing new strength for the enterprise, at the same time, it also brings some challenges for enterprise management. According to the psychological needs and behavior characteristics of post-90s, it is important to apply effective incentive to the sustainable development of enterprises.On the basis of incentive theory and related literature of post-90s, the post-90s employees at basic level of IT manufacturing enterprises as the research objects, the thesis launches a deep discussion on the incentive problem of post-90s employees at basic level of IT manufacturing enterprises by comprehensive application of qualitative and quantitative methods such as interviewing, questionnaire survey and material analysis method. Combined with the interviews and investigation of post-90s employees at basic level and refining the incentive factors of post-90s employees at basic level of IT manufacturing enterprises, to build a theoretical model of incentive factors of post-90s employees at basic level of IT manufacturing enterprises, and make descriptive analysis, factor analysis, variance analysis and correlation analysis. According to the results of empirical analysis, incentive factors of post-90s employees at basic level of IT manufacturing enterprises is a multi-dimensional structure, which can be summarized as the living security factor, human environmental factors, personal development factors and work recognition factor.Aiming at the results of empirical analysis and the problems found in the research, the author puts forward a series of improvement measures and incentive strategies, including improving the salary and welfare system, giving the high-performance employees allowance, creating a good working and living environment for the staff, strengthening incentive job rotation to enhance the challenges of work, establishing a fair and timely performance evaluation and feedback system, perfecting enterprise training mechanism to improve staff's quality and skills, strengthening the career planning for post-90s employees with a clear promotion channel, weakening sense of hierarchy to create harmonious team atmosphere and strengthening the spiritual motivation for post-90s to build the organization full of humane care.Through empirical research, the thesis grasps the demand characteristics of the incentive factors of post-90s employees at basic level to establish incentive scheme and mechanism which matches, so as to be conducive to stabilize and expand post-90s employees at basic level and to some extent improve the recruitment problems Meanwhile, is has a good guide and reference for the organization's human resources strategy and policy formulation.