Research On Improvement Of Engineer Incentive Mechanism In Y Company

Talents are the primary productivity of enterprises,Whether an enterprise can gain a long-term foothold in today’s competitive world depends primarily on its emphasis on talents.Y Company is a super-large manufacturing company,and its performance has jumped several times in the past few years.However,with the rapid expansion of the company’s scale,the internal governance problems of the company become more and more obvious,and the drawbacks of the incentive mechanism for engineers begin to emerge gradually.The working efficiency of management engineers is getting lower and lower,the turnover rate of technical engineers continues to rise,and the uncoordinated management of human resources poses an unprecedented threat to the survival and development of the company.And improving the incentive mechanism of engineers in the company is of great significance to enhancing the cohesion and creativity of engineers.This paper takes the improvement of Y Company’s engineer incentive mechanism as the research object,Through questionnaire survey,in-depth interview and other field research methods,this paper analyzes the incentive status and existing problems of engineers in Y Company,And on that basis,Learn from domestic and foreign peer enterprise incentive model,It focuses on in-depth research on the selection of incentive methods,career development system and guarantee of incentive mechanism for technical engineers and management engineers,Finally,the incentive mechanism of technical engineers and management engineers is improved in five aspects: salary incentive,assessment incentive,training incentive,promotion incentive and spiritual incentive.To improve the existing enterprise incentive mechanism,we should start from the actual situation of the company,carry out the guiding ideology,do a good job in the implementation steps,and provide multiple guarantees for the smooth implementation.The introduction of the new incentive mechanism not only satisfies the work willingness of the management engineers,improves the work efficiency,but also reduces the dimission rate of the technical engineers,and establishes a good social image and customer reputation for the company.Improving engineers’ loyalty,giving full play to core talent advantages,enhancing the overall strength of the company and ensuring the realization of strategic goals are of far-reaching significance for promoting the medium and long-term development of Y Company.