| In the process of seeking their own development,private enterprises need to combine their own and the actual situation of the industry,and make use of the continuous optimization of the incentive mechanism to empower the talent reserve of enterprises.In the face of the complexity of the human resources related problem,enterprise’s managers need to have a scientific and rigorous attitude,master the company more comprehensive data and related information,find out all sorts of problems in the management system within the enterprise,the reasons behind the objective analysis of the problems,establish people-oriented incentive system within the company.Therefore,this paper takes the overall satisfaction of incentive mechanism as the main line,and sorts out performance-related research results,so as to provide theoretical reference for managers and scholars who study employee motivation in small and medium-sized enterprises.Based on the investigation,visiting and modeling study a variety of ways to study AB company exist all sorts of problems,from the performance management,salary management,staff development,corporate identity,combing the reasons behind their overall satisfaction related aspects,and based on linear regression approach,research of the relationship between these variables,the optimization of incentive system for AB company find direction and ascend.Through the study,it is found that the main optimization work of AB company is as follows: first,clear and feasible performance management goals should be established in terms of performance management,which should be combined with the different characteristics of employees,enterprises,industries and regions;Secondly,in terms of salary management,it should be timely,actively optimize the proportion of salary structure,establish diversified salary levels,and deal with the relationship between salary levels.Third,in terms of employee development,the company should have a clear talent training goal,adhering to the internal training as the main,supplemented by external training;Fourth,in terms of corporate identity,AB company should gradually increase the proportion of information,communication and feedback in the communication mechanism,constantly enrich the company’s league building activities,and play the role of informal organization.Fifth,the correct and objective evaluation of employees,the comprehensive establishment of employee growth files,to give excellent employees adapt to the development space,and around the independence and autonomy to do a good job in risk assessment and other related work. |
