1, incentives can mobilize the enthusiasm of employees and improve enterprise performance.

2. Motivation can tap people's potential and improve the quality of human resources. The needs of employees should be divided into five levels from low to high, namely: physiological needs, safety needs, social needs, respect needs and self-realization needs. The requirements at all levels can be converted to each other.

The choice of enterprise incentive system

Any theory is meaningful only if it is applied to practice. The same is true of incentives. Now, most enterprises have introduced incentive measures, and some enterprises have their own unique incentive methods. The commonly used incentive systems are summarized as follows.

1. Provide satisfactory work for employees.

Loving work is the premise of doing a good job. In order to create a satisfactory job for employees, we need to pay attention to the following points:

(1). Provide a good working environment for employees. This includes that enterprises must provide employees with good workplaces, necessary tools, complete work information and coordination among relevant departments of the company. Many enterprises only care about the work of employees, but neglect to provide good support for their work. The working environment of employees is something that employees can feel at any time at work. If the environment has a negative impact on employees' work, employees will have persistent dissatisfaction. When employees can always feel that the environment is not suitable, no amount of encouragement from enterprises will have a good effect.

(2) The skill characteristics and personality characteristics of employees should match the job qualifications. Enterprises often think that the higher the quality of employees, the better their work. We can imagine what would happen if we let a high-quality talent do a plain and simple job. After working for a long time, this talent will definitely abandon the enterprise.

The positions of modern enterprises need the most suitable people to do. The quality of employees is too high and they are not interested in their work; Low quality, unable to complete the work, and will not be interested in the work. Only jobs that match employees' personal abilities. Will stimulate employees' interest in work. Employees will be motivated.

(3) The work content should be rich and challenging. The survey shows that employees' enthusiasm will be greatly reduced after working step by step for a period of time.

The design of work content can alleviate this problem. For example, workers on assembly lines. Do the same job every day, and after a long time, your enthusiasm will decline. If the job content is properly adjusted and expanded, and job rotation is adopted, workers' interest in work will be improved again. For managers and technicians, the work content is rich, and enterprises can effectively motivate them by encouraging them to innovate in their work and enhancing the challenge of their work.

(4) Make career plans for employees. Relevant surveys show that job seekers, especially those with high academic qualifications, are most interested in their own development prospects when choosing jobs. No employee will be satisfied with a job with no future. If an enterprise wants to tell its employees about their job prospects, it is necessary to make a good career plan and let employees know their development opportunities in the enterprise.

In the past, domestic enterprises paid little attention to this point, and many employees did not know their future positioning, so their development was blind. If enterprises can attach importance to the formulation of employees' career planning, fully understand employees' personal needs and career development will, and provide employees with promotion paths suitable for their requirements in combination with the actual situation of enterprises, so as to achieve the best combination of employees' personal development and sustainable development of enterprises, employees will have the motivation to contribute to enterprises. Employee career planning and design is a long-term incentive measure and an indispensable incentive means.

(5) Give employees training opportunities. Now it has reached the era of knowledge economy, science and technology have advanced by leaps and bounds, and new technologies and new ideas have emerged one after another. Employees know that if they don't add new knowledge and master new skills in time, they will be eliminated. Therefore, the demand for training is becoming stronger and stronger. In view of this demand of employees, it is very important to establish a training system that conforms to the actual situation of their own enterprises.

2. Formulate an incentive compensation and welfare system.

(1). One of the main purposes for employees to work in enterprises is to get certain material rewards. Reward is closely related to people's survival needs and is the most effective material means.

The important role of salary and welfare system in enterprises can be investigated from many angles. First of all, fair and reasonable salary is the key for enterprises to attract employees, retain employees, reduce labor disputes, stimulate employees' enthusiasm and realize the core competitiveness needed for strategic development of enterprises. Paying salaries objectively, fairly and reasonably to every employee who contributes to the development of the enterprise can bring employees a sense of self-realization and joy of being respected, and increase their sense of belonging and support for the company's development strategy.

(2) Secondly, a scientific salary system is an important measure for enterprises to implement cost control. The cost control mentioned here does not mean artificially reducing the cost by reducing the salary and treatment of employees. The essence is to reasonably control the post consumption of employees (especially at the management level) and the human resource consumption of employees (mainly referring to the front line of production management and production operation) (that is, human waste) after paying reasonable salary. We know that if the company's salary and welfare level is low, employees can't see the possibility of making up for it in terms of reputation, vocational training, job transfer and stock options. They either choose to quit or leave, or choose self-motivation. This kind of exit and departure is the employee's resignation. Self-motivation, for management, because of its authority, is mostly manifested in embezzlement of company profits, misappropriation of company assets and excessive pursuit of job consumption; For ordinary employees, most of them are slacking, damaging equipment and wasting raw materials. Reasonable salary is the premise of restraining this bad mentality and behavior, avoiding useless consumption and realizing cost control.

(3) Thirdly, the scientific salary system itself is an important part of the enterprise system construction, which is related to the enterprise culture construction and the public opinion image outside the industry. If an enterprise can provide employees with reasonable and externally competitive salaries, it can enhance the cohesion of the enterprise and form a good corporate culture atmosphere in which everyone is responsible for the company and everyone cares about its fate and future. While employees try their best to serve the company, they will also publicize the company's salary consciously or unconsciously, which is of great positive significance for the company to establish a positive corporate image, improve its visibility and attract talents and resources.