Research On The Incentive Mechanism Of Employees In Huiren Pharmaceutical Group Co.Ltd.

As we all know,the modern enterprise to obtain a place in the market economy,we must first improve the quality of their products and services,and to do this,we must have a number of high-level professional and technical personnel.At present,a high level of professional and technical personnel has become an important human resources to enhance the core competitiveness of enterprises.As an important part of human resource management,incentive mechanism has become the key to attract and retain high-quality talents.Huiren group in Jiangxi Province as the terminal share of the highest and the most outstanding professional pharmaceutical enterprises,the existing staff of more than 1300 people,the business scope covers the high-end medical,basic medical,commercial distribution and other sectors,the main production enterprises engaged in medical equipment,pharmaceuticals,health care products etc.Adhering to the "benevolent,people-oriented" business philosophy,has become the most outstanding professional pharmaceutical enterprises in Jiangxi province.Based on the domestic and foreign related staff motivation research results and practical experience,the content of incentive,incentive process based on the theory,to Huiren group as an example,this paper expounds the present situation of the company's incentive mechanism,find out the existing problems and the reasons were analyzed,and finally summarized the strategies to optimize the incentive mechanism.The main conclusions are:(1)according to the specific situation of Huiren group of employees,applied to different incentive schemes.(2)Huiren group employee satisfaction ranking increasing sense of job satisfaction,salary,incentive measures,staff turnover.(3)Huiren group employee incentive mechanism is ineffective,employees work enthusiasm is not high,job satisfaction is low,lack of communication and cooperation,management concepts backward,unscientific compensation design,lack of promotion system,poor working environment,managers understand the absence of such issues.(4)design the external pay combined with the scientific compensation program(5)Huiren Group needs to focus on the "employee-oriented" concept,the staff incentive system is sound,the staff involved in the business decision-making construction,the improvement of the remuneration and benefits,the construction of staff growth space,the construction of corporate cultureand other optimization measures.