Research On The Incentive Plan For The New Generation Of Employees Of P Company

“The talent is the first resource.Of all ages,talent is the foundation of a rich country and the key to prosperity.” This is true for countries,and it is also true for companies.Human resource is the first resource in the enterprise development.How to manage human capital,how to add value to human capital and how to motivate talents have always been the direction of our research.Employee motivation is not a new topic,But what is the different now is that we have ushered in the “network era”.In 2019,College graduates born after 1995 began to enter the workplace,and employees born after 1985 have become the backbone of enterprises.They admire themselves and are not good at compromise.They enjoy challenges and seek promotion.They are innovative and eager for recognition.They communicate E and downplay rank.They are different from the values of employees in the 1970 s and 1980 s.They no longer value material rewards and believe in selfless contributions.They no longer choose to “ see the outside world” if they are not satisfied.How to mobilize working enthusiasm of new generation employees who are different from the “previous generation”and how to improve the human capital value of new generation employees who are the backbone of these enterprises are urgent problems to be solved and studied.This paper takes P enterprise as an example,selects the new generation of employees as the research object,and focuses on the research of incentive mechanism.Firstly based on Potter-Loale's integrated incentive theory,Ferrum's expectancy theory,Maslow's hierarchy of needs theory,Adem's equity theory,Hertzberg's two-factor theory.This paper systematically explains the theoretical connotation of incentive mechanism.Secondly,through the questionnaire survey and interview of the new generation employees in P enterprise,Then puts forward the problems of incentive mechanism of new generation employees in P enterprise.In terms of material incentives,it is mainly manifested in the lack of internal and external competitiveness of the new generation employees.The benign wage growth mechanism for the new generation employees has not been established.The new generation employees bonus distribution “big pot meal”,and incentive guiding role failed to play.The new generation employees adopt a relatively single welfare policy,and the diversified welfare system fails to be constructed.In terms of spiritual motivation,it is mainly manifested in the lack of affirmation and recognition,and the lack of enthusiasm and motivation of the new generation employees.The working atmosphere is low,and the morale of the new generation employees is not high.The career development channel is narrow,and the new generation employees have limited career development channels.In view of the existing problems of the incentive mechanism of the new generation employees in P enterprise,This paper proposes a new design of the incentive mechanism of the new generation of employees.In terms of material incentives,establishing the internal and external equity and benign growth mechanism of the new generation employees' compensation,then providing The new generation employees with relevant out-going training,annual leave travel,housing allowance,medical examination for their parents and other differentiated and humanized benefits.In terms of spiritual motivation,the new generation employees should recognize the incentive mechanism and affirm their self-value,establish new generation employees participation management mechanism,strengthen communication and recognition,establish multi-channel position hierarchy,develop new generation employees promotion channels.At the same time,in order to ensure the implementation mechanism of the new mechanism,this paper also puts forward several safeguard measures,including the attention of senior leaders,the optimization of performance management system,the remodeling of enterprise culture,the establishment of the qualification assessment system.