Research On The Incentive Problem Of Technical Employees Of V Company

According to the report of the 19 th national congress of the communist party of China(CPC),innovation is the primary driving force for development and the strategic support for building a modern economic system.To build a modern economic system,we need to build an army of knowledgeable,skilled and innovative talents.For an enterprise,having a team of knowledgeable,skilled and innovative talents is also the key to its healthy and sustainable development.Technical employees have the characteristics of knowledge,skill and innovation,and are the key force of technological innovation in enterprises.Based on Maslow’s hierarchy of needs theory,Herzberg’s two-factor theory,John Morse and Jay Loch’s super theory Y and other classical incentive theories,this paper analyzes the differences between technical employees and general employees in incentive needs.Through questionnaire survey,from substance incentive and spiritual incentive,incentive support system and so on different perspectives on V company technical staff incentive status quo,problems and causes are analyzed in the system,and the fuzzy comprehensive evaluation model for the quantitative evaluation on the comprehensive incentive level,finally proposed V company technical staff incentive effects of policy recommendations.The results show that the technical employee incentive in V company has achieved good results,but there are still a series of problems.From the perspective of substance incentive,its basic salary level keeps increasing,but its absolute value is still low.The goal setting of performance appraisal is systematic and comprehensive,but the formalization component is heavy.Welfare programs are abundant and applicable,but the level of protection is not high.From the perspective of spiritual motivation,the honor mechanism established by V company for technical employees has a strong demonstration effect,but its timeliness is often lagging behind.Vocational training has a strong pertinence,but the system often changes,the continuity is weak;The incentive effect of post transfer promotion system is good,butthe proportion of technical employees who are really promoted from post transfer is low.In terms of incentive support system,its hard environment foundation is good,but it is not fully utilized;The construction of soft environment has achieved remarkable results,but there is still a problem that the focus of the construction is not clear.Based on this,V company should improve the incentive effect of technical employees from three dimensions: substance incentive,spiritual incentive and incentive support system.In terms of substance incentive,the technical level and salary level should be effectively combined,and the incentive level should be enhanced by gradient effect.The existing performance target system should be optimized,especially to promote its real implementation and avoid formalization.It is necessary to improve the welfare security level of technical employees by adjusting the proportion of compensation and benefits.In the aspect of spiritual incentive,we should pay attention to the timeliness of the implementation of honor incentive and enhance the continuity of vocational training.In addition,from the hard environment and soft environment two aspects,strengthen the technical staff incentive support system construction.