The Incentive Mechanism Of CH Optoelectronics Technology Co., Ltd. Technicians Was Optimized

Motivation is a people-centered management idea.The role and strength of people are increasingly prominent in modern enterprise management.Technicians are the main force of technological development and innovation in enterprises,which is related to the economic benefits and market competitiveness of enterprises.Encouraging them and giving full play to their creativity and wisdom are the catalysts for enterprises to improve their productivity.LED industry is a high-tech industry in our country.With the support of national policy and the unremitting efforts of high-tech talents,the development of LED industry in our country is rapid and the market potential is huge,but at the same time,there are phenomena of immature technology level and lack of technical personnel.Therefore,LED enterprises need to provide long-term and effective incentives to technicians,stimulate their enthusiasm and innovation,train and introduce technical talents for the company,in order to stand out in the fierce industry competition.This paper takes CH Photoelectric Technology Co.,Ltd.as an example.Firstly,the incentive theory,the characteristics of technicians and the main incentive modes are sorted out.First-hand data are collected through questionnaires and interviews,and the problems existing in the incentive mechanism of technicians in CH company are analyzed.It is found that there is external competition in salary for technicians in CH company.Weak strength,unfair internal distribution,obstruction of career development,lack of necessary training,etc.Secondly,some optimization schemes are put forward,such as increasing salary income,improving performance appraisal,increasing innovation incentives,broadening career development channels,and improving training system.Through the research,it is found that material incentive is the primary demand of CH company technicians,which can improve their satisfaction in the short term and enhance their spiritual needs on the basis of material demand,so as to ensure the long-term effectiveness of incentives.Performance incentive should be used to motivate technicians from the assessment indicators,assessment process,feedback and application of results to ensure internal security.Fairness;Career incentives provide them with technical promotion channels and platforms for their further study in the field of technology;Training incentives start with their needs and motivate them in content,methods and feedback.The research results can be used for reference in the design and improvement of incentive mechanism for technicians in LED optoelectronic industry.