Carrefour's Core Staff Of Non-material Incentive Program Design

Era of knowledge economy, the role of talent unprecedented prominence. For labor-intensive industries and knowledge-intensive industries Carrefour, the knowledge-based human resources is the main source of profit, that person is included Carrefour most important resource factor, and the core staff is Carrefour The high-quality personnel. Over the years, Carrefour supermarket insufficient incentives for the core staff, which seriously affected the Carrefour supermarket within the rational allocation of human resources and the Carrefour supermarket Competitiveness. Carrefour can fully exploit the potential of key staff, to effectively play its work initiative and creativity, inspire staff enthusiasm to meet the development needs of individual employees, that employees in the Carrefour supermarket in the existence of the effective increase their core competitiveness, for the supermarket developmentThis article based Carrefour staff composition, staff quality uneven features, so use of mixed employment model of human capital, human capital strategic value and scarcity of the two dimensions of the core staff and non-material incentives to make a clear defined. Carrefour is possible to analyze the demand characteristics of the core staff and core staff clearly come to play in the Carrefour supermarket and the role of the role. Work and reflect only that part of the value of key employees, working to prove their strength, self-worth and good performance, and key employees who are concerned about the organization's identity, sense of cooperation and participation. The independence of the core staff, autonomy is very strong, this independence, autonomy, if the performance of positive work attitude, is the Traditional Subjectivity and active; if the performance of the work of Fang Shi on is made more assertive with ideas, and unique Sixiang consciousness. his awareness of key employees do not want to be around other people and traditional practices, much less subject to more control and restraint. Non-material incentives to recognize psychology major role, through the material, other than being way to meet people's spiritual needs. In large part to stimulate the potential of employees and work ethic. Can stimulate the morale of staff, to meet the spiritual needs of employees to achieve their own values employees. The lack of Carrefour supermarket in this area. In this paper, the core staff through the Carrefour supermarket non-material incentives of the current situation, and then combined to analyze the current situation of the Carrefour supermarket non-material incentive problems and causes of the clear explanation, the purpose is a Carrefour supermarket and the existing status quo make an explanation, and the cause of comprehensive analysis and elaboration, and propose solutions and design of non-material incentives put forward a favorable basis. Develop realistic, appropriate human resource planning Carrefour supermarket, and the core staff to develop effective, career planning, the establishment of a variety of promotion channels, and enhance staff loyalty and increase employee loyalty, communication and culture within the trust in the Carrefour supermarket degree of staff loyalty and improve the core plays an important role. In addition to the core staff to give to provide a mechanism for the release of the emotional expressions of emotion, through communication with to express their frustration and satisfaction, training trust, but also to take full channel-type communication, staff and leadership to facilitate mutual understanding and reduce gap. Increase the intensity of training, staff training needs for a long-term and continuous process, this process operation and development in the supermarket has played an important safeguard, while you can retain and attract key employees. Training for an enterprise, companies can enhance the visibility of staff awareness of enterprises and the cohesion of the enterprise. Sustained and purposeful training, for a good development and operation of enterprises play a security role. Training can enhance the cohesion of staff and the corporate identity and design with the establishment of career training from the top down system, increase the intensity of training, and according to the characteristics of the core staff training to develop realistic plans for each combination of Carrefour space and staff development opportunities for key employees clearly see its development in the Carrefour supermarket in the future, find their place in the supermarket, it can increase efficiency, improve staff deficiencies in the work, effective service supermarket, and also in job satisfaction and sense of achievement. Through training to sensitize them to their work areas to be improved, work to develop and improve, while also stimulating the spiritual aspects of employee morale, good job allocation mechanism and the core staff promotion mechanisms are an important way to encourage the spirit of. Reasonable job allocation mechanism can be achieved not only with the promotion of mechanisms to optimize allocation of human resources, improve job efficiency, and staff more easily form the core spirit of motivation:the core staffing to a reasonable position, giving full play to their potential and active nature of its initiative to improve work efficiency; good promotion mechanism, the core staff help mobilize the enthusiasm, creativity, to achieve ever-De promotion and hard work, but once the promotion, respect for their inner self-realization in a certain demand extent, be met, resulting in mental stimulation. Conversely, if the position is unreasonable allocation mechanism and promotion mechanisms, then not only difficult to create incentives, but also affect the core staff enthusiasm, leading to larger negative effects.This article discusses the Carrefour supermarket on the core motivation of staff and non-material deficiencies exist in the problems and causes, as well as the improving direction of the above issues, if want to get good results, we must develop a consistent personal career development plan to achieve personal career goals, through continuous efforts of individuals, a clear understanding of their future success, in order to achieve career and personal growth. Carrefour supermarket but also to improve the loyalty of key employees can effectively train workers for the Carrefour supermarket Carrefour and improve the accuracy of the core staff responsible, but also to communicate effectively so that employees and managers to talk face to face, to understand They also can be effective communication, timely adjustment measures and the improved method, you can also motivate the employees to work hard, play to their potential. The above areas have good results if necessary to establish the Carrefour supermarket on the non-materiality of the application of effective incentive schemes based on the need to establish a set of good evaluation system on the needs of on leadership which, to every employee in this下recognition on the side so that they can be found by Ping Gu's position in their organization, with emphasis on He Xin's Zhiye development staff planning, training, promotion system, performance evaluation Dengfei material Xing Ji Li measures for some useful exploration. Carrefour aims to promote the interactive development and core staff, to achieve mutual benefits.