| "Made in China 2025" issued by China indicates that the development strategy of industry in future will be highly matched with the strategy of "Industry 4.0".Both of them are based on the core of meeting customers' personalized customization through intelligent manufacturing.In some way,industrial transformation and upgrading are the only way for traditional enterprises to keep developing.The key of such an important transformation is relying on talents and technologies.These elements are the ultimate fountain to make profits for an enterprise.It is crucial for a traditional enterprise to understand the importance of values that create by those highly-tech talents through their exquisite skills and innovation consciousness.By taking Z Company as an object of study,this paper discusses the company's current status and problems of high-tech talents motivation in Z company through questionnaire surveys and individual interviews.Results showed that the enterprise is suffering serious brain-drain,insufficient training and development,inadequate salary motivation and out-of-date promotion mechanism,etc.After analyzing these main problems,I find that the unreasonable motivation mechanism of high-tech talents is the main trigger to cause the issues.With the defective motivation mechanism of Z Company of its highly-tech talents as the leading clue,this paper conducts comprehensive analysis on the current status of highly-tech talent shortage and the influence caused by that in Z company through analyzing data of its recruitment of high-tech talents,compensation and benefits and training.According to interview records from representatives of workers from various posts,employees' job satisfaction surveys and individual interview records,this paper proposes countermeasures and suggestions to the outflow of highly-tech talents basedon the current situation of the company.It is believed through the research that the high-tech talents motivation in Z Company should be optimized from following five aspects.Firstly,improve the motivation mechanism from the beginning of recruitment,explore the demand of high-tech talents deeply and put into practice.Secondly,implement comprehensive compensation mechanism and optimize the salary structure of high-tech talents.Thirdly,improve training motivation mechanism and design the special training program based on the personal willingness and major of high-tech talents.Fourthly,optimize the benefit mechanism to attract high-tech talents and remain them.Lastly,set up special promotion channels for professional and technical posts beyond traditional management of promotion mechanism to promotes the comprehensive development of those high-tech talents. |
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