| The human society is getting into knowledge economy age, the competition among enterprises is that of talented persons. Z company is a state-owned enterprise with long history which produces cement, which is be in an important developmental period. Being affected by the traditional concept , such as egalitarianism, the company don't attach importance to inspire technican as manager. The turnover of technican is serious, the work efficiency of some technican is low, the development of the company is baffled. So the paper researches the incentive mechanism of technican, which have some practical meaning for the company. The research have reference value for the similar enterprises to design the incentive mechanism of technican.The paper is guided by related incentive theory. The paper adopts the method of actual facts analysis, combines the theory with the practice. We may find the current mechanism's shortcoming and its reasons by investigating questions and taking interview. We may find the best needs of technican is salary and growing opportunity by analysis. Then the company combines the actual condition with the character of technican, designs the incentive mechanism of technican.The corn of the mechanism is the encouragement of salary and growth. The emphases of salary program include taking post score to decide post level's change with 360 degree performance appraisal, encashing post salary by designing different target, encashing project salary by adoptting the method of modulus colligation. The emphases of the encourage of growth include helping technican to design the planning of career development with two roads and training. In order to ensure the incentive mechanism implement successfully, the paper put forward some methods, such as changing the idea of the managers, establishing corresponding system, establishing advanced culture of enterprise.Finally, we can get the conclusion is that the incentive mechanism is effective and the target of inspiring staff is achieved. |
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