Study On Incentive Mechanism In Small And Medium Sized High-tech Enterprises

Small and medium-sized high-tech enterprises employee motivation is to study how to really mobilize their internal enthusiasm, which is an important component of enterprise management. Developing since the last century, Western management science has accumulated a series of traditional incentive theories of various characteristics. Since the society entered the 21st century, the world is undergoing profound changes; socio-economic has entered the era of knowledge economy. Small and medium-sized high-tech enterprises are the most representative part of the knowledge-based economy era. How to effectively motivate their employee to contribute to the development of enterprises is the key to business success, and is also the major challenge faced by enterprises. This paper is to address this issue.This paper firstly makes an introduction and specific analysis on the concept of small and medium-sized high-tech enterprises as well as the characteristics of their employee; then on the basis of the traditional incentive theory and contemporary prevalent theory, the paper analyses the characteristics of employee in small and medium-sized high-tech enterprises: high-risk, high-input, high-growth, high-return, with highly educated and talented quality and innovation; in the meanwhile the employee are also in possession of such features as autonomy, individual spirit , diversity, a strong desire to learn and innovation, etc. This paper discusses the importance of incentives, analyzed the factors which may have impact on their employee incentive, and points out that small and medium-sized high-tech enterprises shall follow the principles below for employee incentive:1. Multidimensional incentive principle; 2. Development concerning principle; 3. Combination principle of humanity incentive and personality incentive; 4. Combination principle of short-term and long-term incentive; 5. Corporate culture incentive principle. Then the paper puts forward strategies and approaches that shall be adopted by China's small and medium-sized high-tech enterprises.China's small and medium-sized high-tech enterprises shall adopt the following employee incentive strategies: (1) to improve employee salaries and benefits (2) to attach great importance to performance evaluation, (3) to develop a fair and equitable system of management, (4) to create a mutual respect and harmonious working environment, (5) to implement flexible working system; (6) to pay close attention to the growth and development of the individual cause; (7) to enforce training and career education; (8) to build corporate culture encouraging the majority of the employee to innovate.Specific approaches that China's small and medium-sized high-tech enterprises shall adopt include: (1) Strategy objective incentive; (2) Work and development incentive; (3) Remuneration and innovation incentive; (4) Corporate culture incentive; (5) Performance evaluation incentive.The article points out that the following issues exist in China's small and medium-sized high-tech enterprises: first, low satisfaction toward remuneration; second, ignorance of distinction between intellectual employee and general employee with "unanimous" management; third, recognition of organization value, but ignorance of intellectual employee's individual needs, and thus ignorance of employee individual growth; fourth, stress on employment of talents, but lack of training and development, which appears more like a speculative behavior; fifth, no effective application of property right incentive. To address the above problems, the paper suggests updating employee incentive concept: to set up a "people-oriented" ideology; on a fair, rational, scientific basis, to encourage the majority of employee, to spur on the minority of employee; to integrate outstanding employee, to advocate team development, to attach importance to their individual value by specific operations: remuneration, career goals, cause development, education and training, spiritual incentives, etc.; to create a relaxed and free environment for personality development and innovation; to inspire their loyalty and sense of belonging; to implement portfolio strategy of material and spiritual incentives combination; to constantly improve and perfect the approach of human resources incentives, so as to achieve an effective incentive result for employee in small and medium-sized high-tech enterprises. This paper carries out case study in respect with Beijing chaowei information security technology co., ltd, Through analyses, this paper draws conclusions as follows:small and medium-sized high-tech enterprises must change their concepts of employee incentive, and the incentive combination shall comply with the actual situation of enterprises and employee; the special nature of small and medium-sized high-tech enterprises and the employee demands to encourage individual initiative, so as to avail the talents with a sense of team belonging; it is necessary to establish a "reverse triangle model" to incentive the majority and spur the minority; employee incentive is a systematical program for small and medium-sized high-tech enterprises with prospective, which promotes a joint value addition for human capital and enterprise value, and eventually achieves a win-win between enterprises and employee.