Importance of incentive mechanism

Necessity of scientific and reasonable incentive mechanism:

(1) From the development history of domestic private enterprises, most private enterprises have survived the competition by taking advantage of their pioneering period, and if they want to grow into larger enterprises rapidly in the future, they need to improve their management system. The employees in the start-up period are now looking forward to getting more returns, especially the middle managers of small and medium-sized private enterprises. The idea of "being rich is safe" makes them gradually lose their enthusiasm and sense of responsibility.

(2) From the existing incentive mechanism, there are still great problems, which need to be continuously optimized in the future.

firstly, the fairness and scientificity of the incentive mechanism need to be improved. The fairness of the incentive mechanism is mainly manifested in the following aspects:

1. The incentive mechanism is vague, and an open and scientific incentive mechanism has not been established, which reduces employees' trust in the incentive mechanism of the enterprise and leads to the reduction of employees' work efficiency. Over time, it is more likely to lead to changes in the employee atmosphere in the enterprise and harm the corporate culture.

2. The incentive principle does not fully reflect the work contribution, which leads to unfair incentives. The main reason for this phenomenon is the unreasonable and unscientific performance appraisal.

3. Differentiated incentive mechanism has not been established. According to different job sequences or objects, it is necessary to establish personalized incentive mechanism to solve the influence of different job nature. For example, the R&D project award for R&D personnel ensures that core talents can have attractive salaries through various incentives.

Secondly, the simplification and rigidity of incentive forms and means have greatly reduced the incentive effect of enterprises. People's behavior depends on their needs, and people's needs are hierarchical. The hierarchy from low to high is physiological needs, safety needs, social needs, respect needs and self-realization needs. According to statistics, the reason why college graduates leave after 1 years is more to expect more salary returns, while for employees who have worked for 3-5 years, they expect to get a good career development platform.

An employee in his forties is interested in finding a company that is suitable for his long-term work. Therefore, enterprises should establish different incentive mechanisms for different objects, attract core talents of enterprises, and ensure that the talent echelon of enterprises is reasonable. Enterprises should try their best to stimulate and guide the realization of employees' advanced needs in order to make enterprises achieve greater development.

In addition, the incentive mechanism of the enterprise needs to cooperate with the relevant punishment system and elimination mechanism, so as to avoid the failure to achieve the expected effect after using various incentive means. If these key problems are not solved, it will be impossible to continuously mobilize the enthusiasm of talents, and in the long run, enterprises will lose their competitive advantage.

Factors to be considered in establishing a reasonable incentive mechanism:

(1) Corporate culture. Corporate culture is formed in the long-term business activities in the enterprise, and the vast majority of employees have the same values and behavioral norms. The management of an enterprise depends on the system, but no system can comprehensively cover all aspects of the enterprise, and it must be bound by the corporate culture. The measures of the incentive mechanism and the behavioral objectives of the guidance must be consistent with the concept of corporate culture. For example, some catering enterprises and some manufacturing industries with very single products and low technical content usually use it? **? Ways to motivate employees, and once these means are copied to enterprises with diversified products and technology as the core advantage, it must be? Lure the wolf into the house? .

(2) current situation of human resources. Incentive mechanism is an important link in human resource management, but the implementation of incentive measures can not be separated from the human resource management system. Incentive is the affirmation of employees' work by enterprises, so the incentive mechanism must be aimed at the content, nature and completion of employees' work, combined with other measures such as career development, in order to achieve the maximum incentive effect. To formulate an incentive measure, we must systematically sort out whether the post setting and the division of responsibilities are reasonable, whether the assessment mechanism is appropriate, whether the goal is consistent with the strategic development of the enterprise, whether the setting of ranks and grades can ensure the efficiency of work and the controllable incentive cost, etc. The establishment of incentive mechanism should be based on the overall planning of human resources and think from multiple angles, so as to establish an incentive mechanism beneficial to the long-term development of enterprises.

Only by solving the incentive problem of enterprises can we retain talents, ensure the long-term life of the core competitiveness of enterprises, and enable enterprises to grow and become a century-old shop. ?