The Third Party Testing Company Employees Incentive Optimization

Since the 21 st century,the rapid development of social economy has spawned the development of a large number of enterprises.The research on human resources of domestic and foreign scholars has also entered a stage of rapid development.The theory of human resources proposed by many scholars has sprung up.From the standpoint of enterprises,the establishment of an efficient human resource management system,in the current talent-oriented productivity,is conducive to the improvement of the core competitiveness of enterprises.Enterprises with sufficient talent reserves can occupy a place in the fierce market competition.With the development of China's economy and society,the conditions of life are getting better and better,the information society is developed,and the transportation conditions are convenient.The employees of the company are diversified in thinking and diversified in demand.It is an important part of stimulating the enthusiasm and creativity of employees.The problem.This paper systematically reviews the human resources theory and classifies the employee incentive optimization theory,taking the Xiamen branch of H Company as an example.H Company Xiamen Branch is a Xiamen branch of a third-party testing company for foreign companies.It specializes in third-party import and export inspection and testing.It mainly uses European testing technology to test the textile and electronic products exported to Europe in China.The product is issued with a product conformity report.H's current employee incentives mainly involve economic welfare,performance appraisal and value satisfaction.Through the use of the relevant content of the Likert scale and carefully designed questionnaires with the instructors,on-site visits to enterprises,and in-depth exchanges with corporate employees,the purpose is to understand the problems existing in the current incentive mechanism of H Company Xiamen Branch.After analysis,it is found that H company is basically consistent in the construction of incentive mechanism for sales personnel,technicians and administrative personnel.Without specificity,the overall satisfaction of employees is not high,and there are problems in the company's incentive mechanism.After identifying the problem,this paper divides the employees into technical personnel,sales personnel and administrative personnel according to the relevant theories of human resource management system,adopts corresponding incentive measures for different employees and proposes to establish a people-oriented incentive mechanism and comprehensively apply various incentives.Means,it is recommended to adopt dual sales targets,optimize compensation and welfare incentives,and strengthen spiritual construction for sales personnel;it is recommended to establish opportunistic incentives for technical personnel,establish emotional incentives,and establish environmental incentives;The promotion of the ranks is the way to increase the salary.Through the above measures,it is expected to optimize the incentive mechanism of H company.The innovation of this paper lies in the classification of employees.Through the analysis of different types of employees,under the guidance of improving the efficiency of enterprises and improving the performance of enterprises,we will establish a comprehensive incentive system that comprehensively considers and complements each other,and finds out the current company.The challenge of the reform of the incentive mechanism is to propose a guarantee incentive mechanism to establish measures that can be effectively implemented.The research results of this paper have certain reference significance for the construction of branch offices of third-party testing companies in China,and also provide some reference for the construction of human resources management system for the employees of the testing industry.