Research On Optimization Of Incentive Strategy For New Generation Employees In Tianjin Tuoke Company

With the development of The Times,the generation after 1990 and 1995 has become the main force to promote social and economic development.In today’s business activities,the new generation of employees is the core force for the long-term development of enterprises.The strength of human capital is an important index to measure the core competitiveness of enterprises.The number of new generation employees in Tianjin Tuoke Company accounts for more than70%.How to retain the excellent talents among these new generation employees and give full play to their maximum value has become the primary issue of the company’s human resource strategic management.This study takes Tianjin Tuoke Company as the research object.The company is the regional agent of Bytedance,belonging to the mobile Internet new media industry,and mainly provides new media marketing services.Based on the characteristics of the Internet new media industry,the new generation of employees accounts for the vast majority.Therefore,this paper studies the incentive strategies of the new generation of employees.Firstly,by analyzing the relevant research literature at home and abroad,and combining Maslow’s hierarchy of needs theory,Herzberg’s two-factor theory,Froome’s expectation theory,Adams’ equity theory and other relevant theories,this paper lays a theoretical foundation for the follow-up research.Secondly,it analyzes the incentive status of the new generation of employees in Tianjin Toke Company,and conducts a satisfaction survey on the new generation of employees in Tianjin Toke Company.It is found that the incentive strategy of the new generation of employees of the company mainly has problems such as lack of competitiveness in salary and benefits,weak incentive in performance appraisal system,unfavorable career planning for personal growth and development,lack of cohesion in corporate culture,and lack of challenge and sense of accomplishment in work.Thirdly,it is found that the main reasons for these problems are that leaders do not pay enough attention to the incentive of the new generation of employees,human resource management does not rise to a strategic level,the company’s management system and employment system are rigid and inflexible,and middle managers have a low level of human resource management.Then,from the actual situation of Tianjin Tuoke Company,the incentive strategy of the new generation of employees is optimized in terms of salary and welfare,performance appraisal,career planning,corporate culture and spiritual motivation.Finally,from the leadership concept,human resource management,financial system and organizational structure of Tianjin Toke Company,the incentive strategy optimization of the new generation of employees is guaranteed.Through this study,the incentive strategy of the new generation of employees in Tianjin Tuoke Company is optimized,in order to provide reference for improving the talent competitiveness and organizational performance of Tianjin Tuoke Company.