A Incentive System Research Of The New Generation Based On Professional Values

Along with the appearance of securities market in the 1990s,there was a new occupation securities broker.Securities brokers can help companies communicate with customers directly and make security market more active and efficient.The system of security broker develops slowly because security market is short-period and not mature.Securities brokers are different from common salesmen and freelancers,they have their own unique speciality.Currently,securities brokers have became the main part of new generation of people who are born after 1990s,most of them are only children.They were born in the political background of China's rapid development of the national economy and the sharp improvement of its international status;They grew up in a family environment where national incomes have increased substantially,and the quality of people's material and spiritual life has improved substantially.And learning is in the nine-year period of compulsory education and the expansion of colleges and universities.Under the environment,they have their own unique values and world views.Traditional system of Human Resources cannot satisfy the requirements because new generation staffs show their own personalities and characteristics.This situation brings many difficulties such as difficulty in recruitment,high staff turnover rate,low comprehensive quality,low satisfaction with organization and low sense of belonging.This means that enterprises should face the various environments actively and improve the management system constantly to enhance the sense of belonging and to decrease the staff turnover rate.Although the people who are born after 1990s are more educated,the requirements of securities brokers are increasing gradually on the side of securities market.Securities brokers are mainly college graduates and can only do some fundamental operations.In the long term,their professional levels will restrict their promotion.Therefore,it is important to improve their professional levels.Enterprises have to know characteristics of new generation staffs and utilize correct management system and motivation.Only in these ways can employers attract good new generation staffs.There are six chapters in this article according to the idea of asking questions and solving it.Firstly,I use literature review method to know new generation staffs and their occupational values,Maslow's hierarchy of needs and two factor theory.Then I analyze current Shenzhen China merchants securities manager team problems through data description and discuss the underlying reasons.Secondly,I use questionnaires and interviews to know and analyze occupational values of new generation staffs,and explore the underlying reasons.Then use questionnaires and field interviews to understand and analyze the career values and job satisfaction of the new generation of employees.Through my research,on the one hand,I realize that new generation staffs are swanky and a little bit selfish.They pay more attention to personal interest and self-worth,protect their own rights,scorn authority,detest rules and advocate equality.They are psychologically weak and have poor resistance to stress.It is understood that the new generation of brokers have the lowest satisfaction with the current working environment,salary,management system,job achievement,development space,responsibility and social recognition,and statistics on the lack of incentive models in these areas.On the other hand,they are confident and vigorous.It is understood that the new generation of brokers have the lowest satisfaction with the current working environment,salary,management system,job achievement,development space,responsibility and social recognition,and statistics on the lack of incentive models in these areas.Lastly,according to Maslow's hierarchy of needs and two factor theory and combining the values of the new generation of employees,I establish a new system which matches with characteristics of new generation staffs through the points of recruitment,training,management and motivation to make an exploration of motivation.