Research On The Incentive Mechanism Of "New Generation" Employees In GH Company

At the stage of social and economic system reform in China,new generations of groups were able to come out,and they continued to develop on the tide of reform and opening up.In this context,the employment characteristics carried by this group are different from those of other age groups.The highlight lies in being assertive,having a higher level of innovation,and being more aggressive.However,in the course of specific employment,some of their common shortcomings are also exposed,such as irregularity,disregard for discipline,and insufficient job stability.As an established state-owned enterprise unit,GH company still adopts the traditional internal organization management,and many younger generations have difficulty adapting to this management style.As a result,they are not enthusiastic about their positions,are frustrated,and are not optimistic about their career development prospects.Companies must refer to their common characteristics and adopt matching incentive strategies to improve the status of their employees.This article selects the GH company as a sample object,summarizes its basic operating situation and the current situation of the new generation of employees,and uses the questionnaire to evaluate the company's current incentive shortcomings.For example,post tasks are monotonous and lack of challenges;compensation is not attractive;benefits cannot meet employees' expectations;employees have limited space for promotion;insufficient rewards from superiors;inadequate job platform facilities;and poor cultural incentives.Based on the shortcomings found,this article introduces specialized theories and other company construction experiences,and summarizes the incentive mechanism that is more suitable for the new generation of employees.It mainly gives suggestions for improvement in seven dimensions,including salary adjustment mechanism,treatment guarantee,and skill training opportunities,career development counseling,management ability,work environment,internal cultural construction work.This will upgrade the GH company's incentive model framework and add chips to the company's future competition.