Research On Incentive Problems And Improvement Strategies Of Post-90s Technical Employees In D Company

Talent is the foundation of enterprise development.In technology intensive automobile manufacturing enterprises,post-90 s technical employees have gradually become the backbone of enterprise technological innovation.Whether they can give full play to the enthusiasm and creativity of post-90 s technical employees is directly related to the effect of enterprise technological innovation.For company D,which is facing transformation and upgrading,the post-90 s technical staff is the key to its success in the market competition.Due to the post-90 s technical staff’s own characteristics and work characteristics,it is difficult to meet their needs and preferences under the current enterprise management mode,which makes the original incentive strategy ineffective.The management problems of low work enthusiasm,weak sense of belonging and high turnover rate are becoming increasingly prominent.In this case,how to effectively motivate the post-90 s technical staff has become an urgent problem to be solved by D company.This study takes the incentive problem of post-90 s technical employees of D company as the research object,comprehensively analyzes the incentive status of post-90 s technical employees of D company,and collects relevant data through questionnaire survey.On this basis,it is found that the incentive problems of post-90 s technical employees of D company are mainly as follows:first,the setting of salary structure is unreasonable;Second,the role of performance incentive is not obvious;Third,the promotion space is limited;Fourth,training is a mere formality;Fifth,emotional motivation is insufficient.According to the above problems,combined with the relevant incentive theories,this paper puts forward targeted improvement strategies: first,Optimize the salary structure and improve the fairness of salary distribution;Second,improve the performance appraisal system and improve employee performance appraisal incentive satisfaction;Third,Broaden promotion channels and establish a multi-channel promotion mechanism;Fourth,Enrich training forms to meet the needs of talent growth;Fifth,Strengthen emotional management and enhance humanistic care.Through this research,I hope to provide effective suggestions for the management of post-90 s technical staff of D company,and also hope that other similar enterprises can provide reference for the management of post-90 s technical staff.