Research On Yulin City Investment Incentive Mechanism Of Administrative Management Personnel

With the continuous deepening of market economy reform,C hina's state-owned enterprises have shifted from the simple focus on labor management to the complicated human resource management.After China's accession to the WTO,part of the core of competition between domestic and foreign companies has also shifted to the struggle for human capital.However,compared with foreign mature human resource theory and practice,state-owned enterprises are still relatively traditional in this respect.The slow develop ment,lagging and inefficient use of human resources has always been a common problem,which seriously affects and restricts the development of enterprises.O f course,there are many objective reasons,such as the imperfect operating system,the improper industry policies,and the regional particularity.However,the fundamental reason is that many state-owned enterprises have unreasonable,inappropriate,and imperfect in the formulation and application of talent incentives.So that it can't attract proper talents,retain excellent employees.And even some of the capable and enthusiastic employees,after such a long-term staying,have become depressed.Yulin C ity Investment,as a state-owned enterprise with strong strength in Yulin,has taken on the important task of Yulin city construction and investment,and plays a pivotal role in the construction of Yulin local city.In the past,under the guidance of relatively conservative development concepts and local protectionism,Yulin C ity Investment dominated the local market,which leads to a various of drawbacks of the internal human resources management system difficult to manifest and has been developing into a sub-health condition.With the acceleration of globalization and internationalization,Yulin,as a four-tier city with rapid economic development,has kept pace with the times and is fully open,attracting a large number of domestic and foreign enterprises to invest in it.Yulin C ity Investment has ushered in unprecedented new challenges.The var ious ills of the above-mentioned human resources management system are also becoming increasingly prominent.In order to gain long-term competitiveness and continue to contribute to the development of local urban construction,Yulin C ity Investment must pa y more attention to the full use of talents and comprehensive and reasonable talent incentive mechanism.This paper takes Yulin C ity Investment as the research subject,and starts from the relevanttheoretical research of talent incentives.It comprehensively uses literature analysis and theoretical analysis to compare the existing talent incentive system of Yulin C ity Investment,and determines the different factors affecting its talent incentives.By organizing practical questionnaire,find out the ratio nality of these factors.After obtaining the survey data,the SPSS statistical software was used to perform reliability analysis,descriptive statistical analysis,factor analysis,variance analysis,regression analysis and correlation analysis.Finally,the research results are obtained,and there is a direct relationship between the weights of different incentive factors and the characteristics of people.For executives aged 25 to 35,it is more appropriate to use intrinsic incentives;for executives aged 36 to 55,more emphasis is placed on external incentives.There are significant correlations between the six indicators of material incentives,personal development,work environment,work content,external competition and internal competition.Material incentives have a greater impact on everyone,while men pay more attention to personal development,internal and external competition,while women are more biased towards the work environment and work content.Through the research results,combined with the content of theoretical analysis,compare the existing talent incentive system of Yulin C ity Investment,and develop a new more comprehensive and meticulous talent incentive system.