Research On The Incentive Problems Of Knowledge-based Employee In Z Engineering Company

With the continuous promotion of the concept of sustainable green production,knowledge-based employees have gradually become an important human resource for engineering construction enterprises to realize sustainable development under the new situation.The construction of scientific and effective employee incentive mechanism is the key to attract and retain knowledgeable employees in engineering construction enterprises and fully explore their work potential and maximize their work efficiency.Taking Z engineering company as an example,this paper seeks for the internal causes of the problems existing in its current incentive mechanism for knowledge-based employees,and tries to optimize the incentive system for knowledge-based employees of Z company by combining the characteristics of the internal and external environment of the enterprise.By issuing a questionnaire to all the engineering technicians of the project department of Z engineering company,this paper comprehensively understands the current status of the employee incentive mechanism of Z engineering company,and analyzing its existing problems,and its internal causes.That providing a practical basis for the improvement of the existing employee incentive mechanism of Z engineering company.According to the survey,the existing incentive mechanism for knowledge-based employees of Z engineering company has the following problems.First,the general salary satisfaction of knowledge workers is low.Second,the performance appraisal system of knowledge-based employees is not perfect.Third,lack of a good working environment.Fourth,Z engineering company neglected the individual development of knowledge-based employees.Fifth,staff training needs to be strengthened and deepened.In view of these problems,this paper proposes targeted improvement measures from the following five aspects,which include improving salary and welfare level and perfecting salary structure system,optimizing performance appraisal system,and improving work environment,improving career development mechanism and improving training mechanism.Finally,the corresponding safeguard measure is taken to ensure the corresponding knowledge employee incentive mechanism improvement strategy gets the sufficient policy safeguard.This paper only focuses on the incentive problem of knowledge-based employees in Z engineering company and fails to consider the problems related to non-knowledge-based employees,which is the limitation of the shortcomings of this study.In addition,this paper finished mainly based on questionnaire method,and the deficiency of quantitative analysis is another deficiency of this paper.Future research can consider from the perspective of the company as a whole,and design and improve the corresponding incentive mechanism according to the different characteristics of knowledge-based and non-knowledge-based employees.In addition,more objective quantitative analysis methods such as fuzzy evaluation model or structural equation can be adopted to analyze the influencing factors of employee incentive mechanism design in engineering construction enterprises.By identifying the key influencing factors,targeted strategy improvement can ensure more scientific and reasonable design of employee incentive mechanism.