Optimization Of Non Economic Incentive Mechanism For Young Talents In The SINOHYDRO Bureau 16 Company Limited

With the deepening of the reform of state-owned enterprises,China Water Conservancy and Hydropower 16 Engineering Bureau Co.,Ltd.has made great progress in its various businesses;the demand for all kinds of talents is deepening;and the incentive mechanism for young talents is in urgent need of upgrading.This topic takes the incentive mechanism implemented by the enterprise as the research object,using the methods of literature research,questionnaire survey,quantitative and qualitative analysis,and so on,to explore a more effective incentive mechanism to stimulate and encourage young talents to contribute to the enterprise.From the research overview of the six classical incentive theory,the paper focuses on the incentive method of "non-economic incentive",and summarizes and explains the research and application around this theory at home and abroad,so as to build the theoretical basis of this topic.This topic further clarifies the importance of incentive mechanism to stimulate the enthusiasm of young talent officers for entrepreneurship by analyzing the current situation of talent structure.Using anonymous survey method to collect the satisfaction of young talents from 16 hydropower bureaus to the existing incentive mechanism,especially the non-economic incentive mechanism,and from wages,holidays and benefits,incentive sense of achievement,fairness,working environment,work development,training activities,corporate culture construction and other aspects to analyze the non-incentive mechanism.This paper evaluates and summarizes the current situation of the implementation of the system,and points out some problems in the process of incentive,such as the low degree of integration of young talents,the unsatisfactory individualized needs,and the obvious inadequacy of software environment and cultural construction.Through investigation and research in various ways,the problems existing in the non-economic incentive mechanism of the sixteenth Hydropower Bureau are clarified.Meanwhile,the significance of optimizing the non-economic incentive mechanism is also pointed out.Before elaborating the optimization scheme,the objectives and principles of the optimization scheme of the non-economic incentive mechanism for young talents in the 16th Hydropower Bureau are clarified.The objectives are to establish a sound student source incentive mechanism,a targeted incentive mechanism for young talents,and a long-term incentive mechanism.The principles include the promotion of the notion and the long-term incentive mechanism.The unity of mechanism optimization,standardization and institutionalization,the combination of diversification and differentiation,and the unity of effectiveness and fairness.Then the overall framework of the optimization scheme is put forward,and four measures are put into practice,including optimizing the career development system of young talents,improving the system of young people's assessment and promotion in enterprises,building a pluralistic training system,and optimizing the innovation platform for young people to create dreams.Finally,according to the characteristics of young talents,this paper puts forward three key points and safeguards in the implementation of non-economic incentive optimization program.The three main points are to pay attention to the relationship between non-economic incentive and early incentive,dynamic incentive and whole-process incentive.Four safeguard measures include:firstly,we should construct the economic incentive guarantee which conforms to the enterprise development strategy;secondly,we should construct the concept guarantee of the non-economic incentive mechanism for young talents;thirdly,we should construct the observation mechanism and the safeguard mechanism to master the youth demand;fourthly,we should construct the self-examination and adjustment guarantee of the non-economic incentive mechanism for enterprises.