Research On Key Incentive Problems And Counter-Measures Of The New Generation Of Grassroots Employees In Company K

Human resources are the key factor for an organization and a country to maintain its vitality and drive.Today,when a large number of new generation employees enter the workplace and gradually become the mainstay,how to stimulate their enthusiasm and initiative according to their own characteristics,constantly excavate their potential,gradually change the management mode are the common problems for the world.The new generation employees have distinctive personality,active thinking and more creativity,but they are more disgusted with bondage,easier to feel frustrated,and prone to fear of difficulties.Meanwhile,their true thoughts and requirements are often not met.In reality,whereas the work experience and skill gap,most of these employees are still at the middle level and below,which are the most basic and key elements of the organization’s business development.Therefore,the formulation and implementation of effective employee incentive means play vital roles in improving employee management,stimulating team vitality and promoting organization development.Company K is in the energy industry.It is a small enterprise whose main business is green electricity sales and low carbon.More than 80% of its employees are "post-90s".However,95% of them are grass-roots employees of the company,which shows the team is very young.In addition,from the perspective of the domestic environment,the country is vigorously advancing green development and promoting harmony between human and nature.At the 20 th National Congress in October 2022,it was pointed out in detail that we should work together to promote carbon reduction,pollution reduction,green expansion and growth.We also need to push on ecological priority,conservation and intensive,green and low-carbon development.These information determine that the national,social and industrial evaluation standards and conditions for "green environmental protection" will continue to tighten.At the same time,in order to adapt to the change and compete for the highland quicker,the competition within the industry is becoming increasingly white-hot.In this context,how to improve employee satisfaction,cultivate and retain talents,establish their own competitive advantage,stand in an invincible position have become urgent problems for Company K.Therefore,on the premise of defining the new generation employees and elaborating the fairness theory,the two factor theory and the incentive strengthening theory,this thesis summarizes the contents of the questionnaire surveys and interviews for the new generation employees at the grass-roots level of Company K,combines these theories with the conclusions of the surveys and interviews,analyzes and points out the key problems existing in the employee incentive of K Company at present,and focuses on the reform of performance appraisal,elaborates in detail Company K’s efforts in three main aspects: employee assessment method,work follow-up and feedback method,and incentive means supporting.Moreover,the effectiveness of these measures have also been confirmed in the observations and investigations in the later period.Company K will also keep deepening the reform of employee incentive management in the future,and constantly improve the incentive methods and means that can give consideration to employee differences and overall satisfaction so as to continuously activate the team potential.In addition,it is of great significance to improve the comprehensive strength,industry reputation and service quality of Company K,and it also has certain reference significance for other enterprises in the industry to solve the similar problems.