Research On Employee Incentive Mechanism Of The Company S

Nowadays,the loss of enterprise talent is the biggest obstacle to accumulating in the enterprise's soft strength(such as technology and internal management),which leads to the general phenomenon of "talent can't be retained".What it comes down to is,the main reason is incomplete incentive system of the enterprise.Based on the analysis of S management consulting company(a specific case of employees incentive mechanism),combined with related incentive theory researches,both at home and abroad,this paper studies the problems existing in the incentive of the company and puts forward some suggestions for improvement.From the macro-research methodology,this article belongs to a typical case study,and the specific methods consist of the questionnaire survey,interview and literature.Under the guidance of theories such as Maslow's Hierarchy of Needs,Hygiene-motivational Factors,Three-needs Theory,Expectancy Theory,Goal Setting Theory and Fair Theory and so on,the article found that:Within the company S,it lacks a dedicated human resource management department,and no clear development strategy,resulting in the process of human resources management to ignore the importance of human resource planning;Company S does not follow the scientific position analysis to set up the reasonable responsibility,and no detailed recruitment plan and staff training goals,resulting in the employees in the work and the company in the recruitment both of blindness;Company S lacks of a dispassionate and complete performance evaluation system,and does not constitute a fair and reasonable salary distribution system,resulting in the employees,contribution to the enterprise value cannot be accurately measured,and interfering with the company to achieve its development strategy,even enterprise culture cannot be formed.Through the theoretical research and case analysis,to sum up,this paper from the following several aspects of S management consulting company human-resource's incentives improves the proposed recommendations.The first,in the department construction,S company as a knowledge-intensive enterprises,should strengthen the strategic management of human resources and the coordinated growth of various functional departments,to promote the cultivation of corporate culture and development.Second,in the salary distribution,plays a positive role in the performance of scientific and rational pay distribution system,to achieve a win-win between the company and employees.Third,in the assessment mechanism,according to the company's business development requirements,takes a variety of performance ways for performance.Fourth,in the incentive system,improves the welfare system and enhances the diversity of benefits.Fifth,in the enterprise training,combines with staff needs,optimizes the training content and enhances the quality of lecturers,to strengthen the quality of staff tracked training and improve training results.In addition,based on the literature review of the enterprise incentive mechanism empirical research,some of people focus on small and medium-sized enterprises,some state-owned enterprises,and some manufacturing human resources incentives,but the innovation of the author's thesis lies in the centralized study of the modern service industry of management consulting(the S company as a typical case),on the one hand,it can directly apply the research results to the S company's incentive mechanism construction,on the other hand it can carry out the condition and safeguard measures of the company S improved suggestions,thus for the reference of the entirely management-consulting enterprises.