Research On Talent Incentive Of Shanghai JianKe Engineering Consulting Co.,Ltd.

With the development of economy and the changes of human needs,in twenty-first Century the enterprise lack most is talent,enterprise competition is the talent competition,in the current social environment,how to attract talents has become a problem related to the survival and development of enterprises and of vital importance,and to retain talent has become a big problem: the mobility of talents is very strong,good talent plays a great role in the enterprise beyond doubt.The key is that the incentive problem of talents,how to establish a set of incentive mechanism to adapt to the development of enterprises and the related salary management system,stimulate staff's subjective initiative,potential and innovation ability,which is an important problem facing most of the enterprises in china.In fact,there are many companies taking money as a motivating factor,but it is not a cure.This paper first puts forward the existing problems of talent management in China,and analyzes the underlying causes and background of the paper.Based on these problems,the corresponding solutions are put forward.In this paper,through a large number of reading studies,the rise and development of the technical talents of construction engineering enterprises and the practical work of their own construction enterprises have seen some deficiencies in the incentive management of the professional and technical personnel in the enterprises,and also realize the huge loss to the enterprises with the loss of professional technical talents.It is very important to perfect the reasonable incentive system for retaining talents.At home and abroad on the research results of technical talents incentive,a comprehensive view of the information has been read,the related research on the problem of talent incentive in construction engineering enterprises is mainly focused on several aspects: the incentive mechanism is not comprehensive,and the enterprise construction culture is lagging behind.Enterprises improve measures through talent incentives,such as: optimization measures of talent incentives,optimization of implementation plan,optimization of plans,implementation and evaluation.This paper finds that the development of the enterprise and the structure of talent,especially the incentive to the core staff,the single salary system is not satisfied with the diversified needs of the core staff,and the original salary system must be optimized to improve.We should consider the core salary of employees,share the same salary,increase training opportunities and increase insurance and welfare.Through various ways,efforts should be made to improve employees' intrinsic motivation and enhance their interest in the work itself,so as to form a driving force to motivate employees to give full play to their potential.