Research On The Motivation Mechanism Of The Post-90s Employees In KM Natural Gas Company

With the process of marketization,the competition of enterprises has changed from material competition to human capital competition.The post-90 s are the solid labor force in the 21 st century.How to use human resources effectively and reasonably is the opportunity and challenge faced by enterprises.After the enterprise recruits the post-90 s employees into the enterprise,the defects and limitations of the existing incentive mechanism lead to the failure of the incentive mechanism to play an effective role in the post-90 s employees.Because the post-90 s employees have distinctive characteristics of the times,the enterprise’s incentive mechanism shows inadaptability in the implementation process,thus affecting the enterprise’s talent management and overall development.This study takes km natural gas company,a private enterprise,as the research object.On the basis of defining and sorting out the meaning,function and principle of incentive mechanism,this paper uses Maslow’s hierarchy of needs theory,two factor theory and achievement demand theory to investigate the personality characteristics and work values of the post-90 s employees of the company In the salary incentive formulation is unreasonable,the lack of management personnel,the lack of corporate culture,the lack of internal communication channels and other issues;and then for the company’s post-90 s employee incentive mechanism to determine the design objectives,principles,ideas,and specific optimization program;finally,to ensure the implementation of the optimization program put forward corresponding security suggestions.At the same time,this paper provides a certain degree of reference for KM companies to optimize the incentive mechanism for other companies The role of resources,strengthen the management and care of talents,improve the incentive mechanism system for people,and jointly improve the management direction and mode of private enterprises in China.