Research On The Motivation Issues Of The New Generation Of Employees In Zhejiang Jinwen Railway Development Co., Ltd

Railway companies are an important guarantee for China’s social and economic development,and are experiencing unprecedented changes.Driven and guided by technological innovation,the automation level of rail transit infrastructure will be higher and higher in the future.In order to improve the automation level of infrastructure and promote the improvement of industry quality,railway companies will embark on the transformation and innovation road of "new infrastructure"."New infrastructure" will become a new dynamic for China to promote high-quality economic and social growth,and usher in a historic development opportunity.In the construction process,the problem of talents will become extremely important and urgent.As the "first resource" of the company,human capital plays an important role.It directly affects the vitality and continuous growth of the company,and its position is becoming more and more prominent.As a particularly important factor in the company’s human resources,incentive is of great significance to a company’s management.Under such a new situation,the pressure on the construction of talent team of Zhejiang Jinwen Railway Development Co.,Ltd.has increased sharply,and more new forces are urgently needed to supplement and support.The new generation of personnel will become the key force of railway staff,which is of great significance for seriously implementing the improvement of Railway quality and efficiency,improving the transformation of scientific and technological achievements,and promoting railway modernization.However,the company’s new generation of employees have the characteristics of strong sense of autonomy,strong sense of social responsibility and weak pressure resistance,as well as the characteristics of Railway new generation employees such as lack of enterprising spirit,lack of professionalism and dilution of ideals and beliefs.According to the enterprise incentive theory,the personality characteristics of the new generation of employees,and the working environment of the new generation of employees of Zhejiang Jinwen Railway Development Co.,Ltd.,this thesis adopts the methods of questionnaire and interview,and finds that the existing incentive measures mainly have the problems of imperfect salary and welfare,unobstructed promotion channels,lack of career planning,lack of humanistic care and weak decision-making participation.According to the above problems,combined with theoretical knowledge and practice,this thesis obtains the improvement countermeasures for the incentive of the new generation of employees of the company.This thesis puts forward improvement countermeasures from five aspects: salary and welfare,employee promotion channels,career development planning,humanistic care and decision-making participation,which can further solve the problem that the incentive effect of the new generation of employees is not prominent,enable the new generation of employees to maintain their enthusiasm and loyalty to the company,and provide necessary reference for the formulation of incentive measures for the new generation of employees in relevant industries.