Research On HS Company Employees Incentive Strategy Based On The Needs Survey

With the increasing development of economic globalization, the pace of world economic integration accelerates significantly, global industrial transform gradually extends from manufacturing to service. The service outsourcing has become an important trend in the development of the globalization of services. Starting from the end of the1980s, in order to achieve full cost leadership, improve the organization operational efficiency and core competitiveness, multinational corporations and large enterprises Union began outsourcing non-core IT or business processes to lower cost of professional SP. The production of the service outsourcing enterprises are mostly "human brain" plus "computer". Therefore, for the further development of enterprises, enhancing their market competitiveness, we must pay attention to the management and development of human resources, the establishment of an effective incentive mechanism, and give full play to their potential. However, the scale of the financial services outsourcing industry is ever-expanding, and the content of the business continuously enrich, which makes not only large foreign multinational service outsourcing enterprises station in the domestic and local financial service outsourcing enterprises is also increasing, coupled with a shortage of professional personnel, exacerbated the competition of the financial services outsourcing industry. The incentive for the employees of the financial service outsourcing enterprises studies in order to attract and retain more and better talent, has become increasingly relevant.After the study on HS company employee needs-based incentive, referring to human resources theory and management theory, we analysis the current incentive problems, and according to the demand characteristics of the HS company employees, we establish employees of HS company demand incentive principles. On this basis, we put forward the improvement of HS company employees incentives.As a financial service outsourcing industry, HS company needs to design the incentive programs on the basis of meeting staff needs and desires, in order to avoid the high turnover rate of employees, low satisfaction, negative working phenomenon. The main conclusions of this study are:First, HS company exists a series of problems on employee incentive programs, and it needs to inprove in terms of pay and benefits, performance appraisal, employee training, career development, corporate culture and other employee incentive programs. Secondly, measures should be taked by HS company to consummate incentive program as follows:improving the pay programs to meet the material needs of the staff; establishing system of staff training and career development paths to meet the needs of self-development and achievements of employees; establishing a fair performance appraisal system to meet the staff of the fair needs; developping flexible corporate culture to meet the respect need of the staff.Thirdly, in the development and implementation of employee incentive programs, HS company should be noted the flexibility of the incentives, positive reinforcement, negative reinforcement and punishment subsidiary incentives according to their own situation.Last but not least, the parent company of HS company is the leader company in financial service outsourcing industry. Meanwhile HS company is the largest subsidiary in the group. This research guide HS company to perfect employee incentive programs to match the development needs of the company. It has a certain significance of the study to the service outsourcing companies and the other similar enterprises.