| Small and medium enterprises play an important role for the development of economic in Hebei Province. The steady development of SME have a direct impact on the province's economic progress and prosperity. However, their relatively low overall level of development. The current level of human resource management is caused by one of the important reasons of this phenomenon.The traditional human resource management of SMEs created a glorious past, but with the economic development, less competition More intense management needs of SMEs with their own situation to absorb and use of advanced human resource management. Human resources management is to develop the value of human enterprise, through the realization of human values, the most effective, most full play the people's initiative, thereby enabling enterprises to develop the highest goal can be achieved. But to give full play to the people's initiative, must be to motivate the staff, especially the ordinary employees. So whether the incentive for SMEs establish a mechanism for its survival and development has a direct impact.Article based on the extensive materials of small and medium enterprises in Hebei Province .It described the status of general staff motivation, analysis of the material and spiritual incentives, incentives, the problems and use of systems archetypes made on these issues for further dynamic analysis, to find Causes problems, and propose countermeasures.Paper is divided into seven parts. The first part,it describes the general staff of small and medium enterprises in Hebei Province significance of incentive mechanisms, and raised the idea of this study, research methods, and innovation. The second part, an overview of the relevant incentive theory, and the definition of SMEs. The third part ,it describes the general staff motivation Hebei situation of SMEs, where the main emphasis on material incentives, encouraging short-and family-management behaviors, and incentives from the material and spiritual incentives point out the problems of their system In-depth analysis, evaluation of the pay system is not perfect, the lack of care of employees, communication with staff shortages and lack of corporate culture established. The fourth part , the base model with the system of material incentives, respectively, in the spirit of the problems and incentive problems in dynamic analysis to identify the causes of the problem and draw leverage solutions. The fifth part, to HJJT empirical study as a typical case.The sixth part, according to the base model of the fourth part of the system causes and issues derived from empirical analysis of the Revelation Part four, respectively, in the material incentives and the spirit of the problems that exist in incentives put forward countermeasures and suggestions That, in terms of material incentives to establish a sound pay system, incentives in terms of spiritual care staff, communication and the establishment of corporate culture. The seventh part, it points out the inadequacies of the article and pointed out the direction of future research. |
