Research On The Optimization Of Employee Incentive Mechanism In HX Company

The survival and development of modern enterprises face increasingly fierce competition for talent,making it a growing challenge for companies to attract and retain talent.The research subject of the thesis is HX Company,which has deep roots in the IT system integration service field and has accumulated rich professional IT service experience.With years of reputation in the industry,it has a wide customer base overseas,covering fields such as finance,telecom operators,enterprises,governments,transportation,education and healthcare,internet,energy,and broadcasting.HX Company is a technology-driven IT company that has cultivated many talents in the industry.However,despite the seemingly impressive background,the staff turnover rate has always remained at a relatively high level,with continuously trained talents being continuously "exported" to the industry.Therefore,HX Company needs a "cure" to deal with the problem of talent loss.At first,the paper investigates the current status of the incentive mechanism in HX Company from dimensions such as salary system,performance evaluation system,promotion mechanism,personal development mechanism,and democratic construction mechanism.Furthermore,through company background research and questionnaire surveys,it was found that there are problems in the incentive mechanism of HX Company,including slow and uncompetitive salary increases,biased performance evaluations for key employees,inadequate promotion channel promotion,promotion level bottlenecks,lack of continuity in personnel training,limited scope of stock option incentives,and insufficient listening to employee opinions.The paper analyzes the deficiencies in the incentive mechanism of HX Company.Combined with the previous research on HX Company,the causes of these incentive mechanism problems were analyzed,including slow salary increases that do not match employee growth,difficulty in reflecting job performance in performance evaluations for high-ranking employees,limited promotion mechanisms,limited promotion opportunities for high-ranking employees,weak guidance from the company for personal development of high-ranking employees,limited stock option incentives for core employees,and lack of third-party supervision of employee opinions.Finally,starting from the causes,targeted optimization schemes were proposed to optimize the salary and incentive mechanism,strengthen promotion channel promotion and rank optimization,maintain and encourage employee self-improvement,adjust the conditions for stock option incentives,and establish democratic construction.These measures aim to improve employees’ work enthusiasm,reduce employee turnover rates,promote the improvement of company team cohesion,and achieve the consistent goals of employee development and enterprise development.