The Current Situation,Problems And Countermeasures Of Incentive System In A Company Based On Person-Organization Fit

A Company is a benchmarking enterprise in the same industry.Its strategic positioning in the industry is"revenue first,quality benchmarking and technology leading".Today,the political and economic environment has changed dramatically,and it has encountered many difficulties,such as lack of R&D power,technical innovation obstacles,single product application,and profit decline and so on.Therefore,the reform of a company's management practice is urgent,and the key enterprise transformation is the talents transformation.It is better human resource management shall go first than business development,common development and growth with the enterprise can promote the smooth transformation of talents,and sufficient employee incentive is the guarantee of human resource management first^[1].Sufficient employee incentive can enhance the enthusiasm of employees,improve the output efficiency of employees,and maximize the interests of enterprises.Sufficient staff incentive can make an enterprise better attract and retain talents,establish market competition mechanism and develop with the enterprise.Therefore,taking a company as the research object,this paper analyzes the problems existing in the incentive mechanism of a company,which has certain practical significance.In this paper,from the perspective of psychosocial contract theory,using the methods of literature analysis,case analysis,empirical investigation,comparative analysis and induction,through the investigation of a company's incentive status,the problems in its incentive mechanism are analyzed and diagnosed,and the corresponding optimization countermeasures are put forward.Firstly,this paper reviews the incentive theory and psychological contract theory at home and abroad,analyzes the relationship between psychological contract and incentive theory,and establishes an incentive model based on psychological contract theory.Secondly,SWOT analysis of the current situation of a company is carried out to explore the pain points and problems of incentive mechanism.According to the literature research and theoretical basis,based on the individual organization fit theory of psychological contract,this paper designs a questionnaire with four first-level dimensions,26 second-level dimensions and 54 third-level dimensions.The first dimension is the relationship contract,transaction contract,team member contract and employee responsibility dimension of psychological contract;the relationship contract includes six secondary dimensions:work challenge,work interest,ability development,organization prospect,communication and career development.Transaction contract includes five secondary dimensions:competitive compensation,improved welfare,performance bonus,social security,training and learning.Team member contract includes seven secondary dimensions:working atmosphere,interpersonal relationship,performance recognition,adequate resources,goal orientation,trust and respect,and management system.Employee responsibility includes eight secondary dimensions:overtime,loyalty,resignation,job adjustment,confidentiality,professional ethics,competition restriction and long-term service.In order to fully compare the demand supply fit of individual needs,the relationship contract,transaction contract and team member contract are further refined into 54three-level dimensions,namely the questionnaire based on the reality expectation expectation of individual needs.Through the multi-level and multi-dimensional survey method to collect relevant data,the reliability and validity of 280questionnaires were analyzed by spss25.0,descriptive statistical work analysis,mean value comparison analysis of incentive influencing factors,item frequency distribution analysis.Independent sample t-test,one-way ANOVA and subtraction method were used to analyze the differences between groups It is a multi-dimensional architecture design of individual needs measurement,organization needs measurement and person organization fit research.Through descriptive analysis and difference analysis,the average score of the three first level dimensions is between 3.7 and 3.9,which indicates that the employees of a company hold a medium attitude towards the current incentive mechanism.There is no significant difference in age,but there are significant differences in other gender,education background,marital status and years of service.The results show that men give higher appraisal than women do in the workplace.And they have more confidence in the organization future and have a stronger sense of security;the proportion of groups with college and undergraduate degrees is large,and they are most satisfied with the current incentive mechanism,while the satisfaction of technical talents with higher education is low.Married people are more sensitive to welfare policies.Old employees are more integrated in interpersonal relationship,and new employees are more satisfied with work the job itself is more satisfactory.The results show that:the difference range of 18 personal needs'secondary dimension scores is between 0-1.2,this paper takes the difference>0.5 as a significant deviation for research and analysis.There is a significant deviation in the reality-desire-expectation relationship among job interest,ability development,career development,competitive salary,performance bonus,training and learning,performance recognition,trust and respect.However,there are significant deviations in the responsibilities of employees required by the organization,such as paying extra time for work,engaging in out of duty work,internal work adjustment and long-term service for more than two years.According to the above research and analysis,after summarizing the problems of incentive mechanism,it is found that there are some problems in A company,such as too centralized decision-making,single career development channel,lack of differentiated incentive for well-educated technical personnel.Lack of sales motivation due to fixed sales incentive,emphasis on short-term incentive,and neglect of long-term incentive and spiritual incentive.Based on the perspective of relationship contract,transaction contract,team contract and employee responsibility,combined with the strategic positioning and development goals,a solution is found regarding the incentive problems existed in A company.This paper puts forward several countermeasures,such as establish the work achievement mechanism with skill matrix,construct the core competency model,create the long-term career planning of talents,setting up the special T-type project promotion system for technical talents with higher education background.We should establish a comprehensive salary system based on 6 factors and 12 dimensions of post value evaluation,design a dynamic sales task grading incentive system,and associate fund return with bonus,increase spiritual rewards and recognition around the cost,efficiency,quality and safety oriented improvement proposal system,and establish flexible working system.In addition,from the organization,technology and culture three levels put forward system guarantee of employee incentive implementation.It provides valuable reference for a company and enterprises facing the same problems.Finally,the limitations and prospects of this study are summarized.This paper has 20 figures,45 tables and 89 references.