Research On Humanized Management Strategy Of Employees In Internet Enterprises

With the rapid advancement of technology in recent years,the Internet industry has been evolving rapidly.Internet companies,born out of this trend,have also experienced high-speed development.The services they provide range from national defense to daily necessities like laundry and grocery shopping,permeating all aspects of people’s work and life.Unlike other industries,the Internet industry exhibits a clear "Matthew effect" : the strong become stronger,while the weak are eliminated,typically following a comet-shaped distribution.At the same time,under the multiple pressures of capital and the market,external circumstances demand that companies expand rapidly and seize market share.Internally,management tools and methods are constantly upgraded,leading to increasing pressure on employees.Among them,"people" as the primary productive factor in Internet companies,are mainly from the post-1990 s and post-2000 s generations.In the management of these employees,traditional management concepts such as "I say,you listen;I teach,you do" and "the higher-ups can crush the lower ranks" are becoming increasingly unsuitable.This article examines Company X,which has shown certain attention and investment in humanized management measures at the external material level,such as employee benefits and subsidies,and improving the office environment.However,it lacks humanized management measures at the internal spiritual level.There are issues such as a deviation in corporate culture understanding,an overly authoritative management style,incomplete system development,and excessive result-oriented evaluations.By improving humanized management measures,understanding people’s needs,recognizing their value,treating,respecting,and trusting employees,and enhancing employee motivation and satisfaction,it is crucial to enhance Company X’s operational efficiency and market competitiveness.This article takes X company as the research object and uses Maslow’s hierarchy of needs theory,Herzberg’s two-factor theory,expectancy theory,and equity theory as the research basis.Combining X company’s actual situation,a survey questionnaire and interview outline were designed to comprehensively understand X company’s human resources and the current situation of humanization management,as well as employee satisfaction with the company’s humanization management measures and areas for improvement.This article analyzes the problems and causes of X company’s humanization management,including management style and cultural issues,oppressive work atmosphere,and excessive focus on results;inconsistent collaboration mindset and non-standardized collaboration processes;long performance evaluation cycles,inflated indicators,and harsh punishment;single employee training and growth methods,unclear growth paths,and rigid selection criteria;and a lack of short-term incentive measures and weak long-term incentives.Based on the survey questionnaire and on-site interviews,this article proposes strategies for improving X company’s humanization management.The main strategies for improving X company’s humanization management include:building a diverse and inclusive environment and cultural atmosphere,practicing an equal and trusting corporate culture,and enhancing management warmth;adjusting the existing organizational structure,optimizing business partner combinations,and adding operational management positions;simplifying the evaluation algorithm,shortening the performance evaluation cycle,and establishing reasonable task indicators;strengthening external training,adjusting talent selection strategies,eliminating employee career fatigue,and creating a fault-tolerant growth environment;and communicating task indicators in advance,adding phased incentive activities,and reasonably implementing stock option incentives.X company can make targeted adjustments according to the proposed improvement strategies to enhance employee sense of belonging and satisfaction,stimulate work enthusiasm and creativity,and enhance enterprise competitiveness.