Research On The Optimization Of Incentive Strategy For "Post-90s" Employees In T Power Supply Company

The post-90 s group has a strong characteristics of the times,and there are also very distinct personality characteristics in them.With the gradual growth of the post-90 s group as the backbone of the enterprise,the human resource management of the enterprise is facing the important issue of how to better motivate them.Therefore,it is necessary to have a deep understanding of the personality characteristics of the post-90 s group,fully grasp its internal needs,and implement effective incentives in a targeted manner.T power supply company has not changed the incentive method because of the difference of the "post-90s" employees,and the "post-90s" employees have always used the traditional "big pot rice" incentive strategy,which has seriously hit the work enthusiasm of the "post-90s" employees,and often can hear the complaints of the "post-90s" employees,and even the "post-90s" employees have begun to believe in "lying flat",have no hope for their future careers,and work passively,which is obviously not conducive to the healthy development of the enterprise.In this study,through the study of the personality characteristics of the post-90 s group of T Power Supply Company,the current situation and problems of the group incentive are analyzed.The research method is divided into three parts: First,the characteristics of the "post-90s" employees are systematically analyzed,and according to the questionnaire survey method,the detailed survey analyzes the needs of the post-90 s of T power supply companies.The measures taken by the post-90 s employee incentive of T Power Supply Company and the existing problems and the causes of the problems are analyzed,and the specific countermeasures and suggestions for improving the incentives of post-90 s employees of T Power Supply Company are proposed.Finally,the incentive measures for the improvement of the "post-90s" employees of T Power Supply Company are formulated,and the feasibility of the optimization strategy and its expected effect are analyzed.Based on on-site interviews and questionnaires,the empirical analysis was conducted using data statistics.According to the two-factor incentive theory,combined with the relevant research literature of domestic and foreign scholars,it is found that the incentive factors of the "post-90s" employees of T Power Supply Company can be analyzed from five dimensions,such as salary and welfare,promotion and development,employee training,work goals and spiritual motivation.According to the satisfaction evaluation of the incentive factors of the "post-90s" employees of T Power Supply Company,the overall satisfaction of the "post-90s" employees of T Power Supply Company with the company’s incentives is low,among which the three aspects that make them most dissatisfied are employee training,mental motivation and work goal dimensions.The salary and welfare dimension,employee training dimension,spiritual substance incentive dimension,promotion development dimension and work planning dimension all have a positive impact on the motivation of "post-90s" employees.