Research On The Incentive Mechanism Of The New Generation Employees In G Securities H Branch Under The Background Of Digital Transformation

Under the background of digital transformation,the network-based digital technology of securities companies has gradually entered a new era of innovation and development.Among the new generation of employees born in the 1995 generation account for a large proportion and play an important role in the development of the financial industry.Employees are an important factor in the process of digital transformation of enterprises,but as the main force,the post-1995 employees pursue freedom and challenges,and have high mobility and turnover rate.It is one of the key points for the successful transformation and enhance of market competitiveness to effectively stimulate the new generation of employees and fully stimulate their enthusiasm and competitiveness.This paper selects the post-95 new generation employees of G Securities H Branch as the research object,and takes how to motivate them as the core content of the research.First of all,from the research background and research significance,the relevant theoretical basis,background and the characteristics of the new generation of employees.Second,with maslow demand theory,double factor theory as a theoretical guide,using questionnaire survey and interview survey describe G securities H branch after 95 employees incentive status,ask questions and further explore the reasons behind the problem,after 95 employees of the company incentive mechanism specific reasons for: salary distribution mechanism is not scientific,welfare treatment system,interpersonal inequality,imperfect promotion mechanism,member personal growth attention,lack of work freedom,etc.Finally,this paper proposes solutions to the existing problems.Specifically,first,to improve the salary distribution mechanism;second,to develop a flexible welfare system;third,to change the communication mode and strengthen humanistic care;fourth,to improve the promotion incentive measures for the new generation of employees;fifth,to optimize the management system of employee growth;and sixth,to increase the challenge and freedom of work.Also based on the background of digital transformation,further develop the implementation of employee incentive mechanism,to provide talent guarantee for the success of digital transformation of enterprises,so as to promote the long-term steady development of the company,but also to provide certain reference and reference for other enterprises in the same industry.