Research Of The Incentive Mechanism On After 90s' Employee In H Construction Company

With the rapid development of Chinese economy,the core competence among enterprises has changed from product competition to human resource competition.After 2008,the first post-90s generation of the new labor force entered the society and began to develop its career in the major enterprises.Over time,the post-90s generation of labor force has gradually become an important part of the employees of enterprises.At the same time,because of the profound influence of the reform and opening up,the popularization of higher education,the informationization and the wave of globalization.lt has created the distinctive personality characteristics and working characteristics of the post-90s employees in our country,which has also brought great impact and realistic challenge to the traditional enterprise human resource management and incentive mode of our country.This paper is based on the relevant theoretical knowledge of incentive,and takes H construction company as the research object,Through analyzing the present situation of the incentive mechanism of H construction company,and carrying out the survey to the employees of the company,statistical analysis of the collected survey data.Combined with the growth background,personality and professional characteristics of the post-90s employees,this paper studies the satisfaction and needs of the post-90s employees.This paper probes into the problem of incentive mechanism in H construction company,finds out the main cause of the problem,and puts forward the corresponding solution strategy,and then establishes a more effective incentive mechanism system.On the incentive mechanism,the paper concludes that,first,it is necessary to establish a diversified salary incentive system to meet the material needs of post-90s employees.The second is to introduce EAP services to improve the physical and mental health of employees and improve the productivity of enterprises.Third,to build a scientific and reasonable training system to improve the comprehensive quality of post-90s employees;fourth,to improve the system of career passage to achieve the unity of staff career development and company development goals;The fifth is to promote the cultural encouragement of"three views fit",and enhance the loyalty and the sense of belonging of the post-90s employees.The effective implementation of the incentive mechanism can fully mobilize the enthusiasm and enthusiasm of the employees,improve the work efficiency of the employees,stimulate the spirit of innovation of the post-90s employees,and enhance the satisfaction and loyalty of the employees to the company.The personal goal of the employee and the overall goal of the company are combined together,so as to continuously enhance the core competitiveness of the enterprise and ensure the smooth realization of the overall strategic goal of the enterprise.