| In today's world is a global village of informatization and globalization,on the supply side structural reform requirements and the current era of rail transit equipment industry diversification development background,the rail transit industry is facing more challenges and opportunities.In 2016,with the continuous and rapid development of China's economy,the country's setting of "One Belt And One Road" development strategy goals,The first year of the 13 th five-year plan,The steady development of the rail transit equipment manufacturing industry is one of the main strategies of the current national economic development.The characteristics of the development of modern rail transit is standardized,modular,lightweight,energy conservation,environmental protection,safe,efficient,intelligent,in the face of more and more clear urban rail vehicle technology direction,CG company in the company,design research and development of urban rail transit vehicle technology talents is of great significance to the company's future development.Since the beginning of this century,the company has seized market opportunities and designed and manufactured a series of urban rail vehicle series products with leading domestic level.The company has now delivered to Beijing,tianjin,xi 'an,shenyang,dalian,zhuhai and other cities in batches to deliver high-end urban rail vehicles,which are widely praised by users.The company has formed the design and manufacture of urban rail vehicle series products with the leading level in China,and has entered into the engineering total package area relying on the modern tram products.This paper focuses on the incentive countermeasures of enterprise technology core personnel in the field of human resources,through three typical cases: Wang Shuai's disorientation to the future development,the departure of engineer Zhang Yang,Li Dong's dissatisfaction with the status quo,to illustrate the current incentive problems of CG company's core technical personnel.by researching the population characteristic,property of technical core talent,combined with the Employee Satisfaction Questionnaire,analyze the possible reasons which will have an impact on the working enthusiasm and dimission of this group and raise the relevant solutions.One set of practical and systematic countermeasure with guiding significance which will be in terms of technical core talent motivation will be put forward.The purpose is to reveal the significance of correct and suitable motivation for the enterprise to retain the core talent and ensure that CG company envisage the currentexisting incentive issues of technical core talent and manage it properly,which will provide referential cases for incentive measures to technical core talent of enterprise and relevant solution as reference.The document will use documentary method,case analysis method,questionnaire,and combine theory and practice,research the background and analyze the significance on the basis of reading plenty of documentary and questionnaire,briefly introduce company situation and technical core personnel.By listing the 3 cases,it stated the deficiency of 3 aspects such as the stuff of development access,unfair of salary system,lack of team communication,etc.,should be the main reason of lacking of working enthusiasm for technical core talent.Based on the above reasons,on the basis of theory and practical combination,combined with the questionnaire analysis,the relevant suggestion and measures will be pointed specified.On one side,based on the these detailing measures,the working enthusiasm of staff will be gradually motivated;On the other side,because the working morale of staff is boosted,the sense of enterprise belonging,identify and loyalty of staff will be motivated to some extent,and then the connection for common interest with enterprise is built up,which will make a contribute to long-term and stable development of enterprise,building up harmonicas working environment and staff development assess. |
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