The Optimization Study On Incentive Mechanism Of Knowledge Dispatched Employee Of Q Company

Under the globalization and diversified customer needs, the competition thecompany faces become harder and harder. The company has to reduce the cost and enhancethe core competence to keep its dominant position in the harder market environment.Outsourcing is a kind of cost leadership strategy. The company can cut down onoverstaffing through outsourcing the non-core business to the professional servicecompany, which makes the company structure more flexible to cater to the changefuldemand of market. The relationship between the employer and employee changes from thesingle administrative model to diversification, and labor outsourcing has become the newemployment model in the world. However, according to the research data, the dispatchedemployee owns low perception of affiliation, high flow and low stability, which impact theproject delivery and work continuity for the employer and also destroy the business of theservice company as well. So, it becomes more and more important to learn how to attract,maintain and inspire such employee and identify the key factor to improve theirsatisfaction to the work, It’s also the purpose of the article.The article builds up the theoretical basis on the employee motivation through theintroduction of the classical theories and the importance of the inspiration, then combinedwith demand characteristics of dispatched employee and the relevant motivation researchof the knowledge employee, the article summaries the incentive measures for theknowledge dispatched employee. Later on, the article describes the satisfaction survey andin depth interview in Q Company, and based on the result, it provides the suggestion tooptimize the current incentive mechanism in company. Lastly, through the analysis andsummary, the article hopes to provide the good reference to the other similar companiesconcerning the knowledge dispatched employee.The current incentive mechanism in Q company focuses on salary and benefit, notconcerning the special needs from the knowledgeable dispatched employee, while weobtain the conclusion through the survey that the knowledge dispatched employee in Q cares about the motivation factor as following: Money and Wealth, career development, therespect and caring from the management team, recognition, business achievement andtraining&learning. Among above factors, dispatched employee cares more on careerdevelopment and respect and caring from the management team through deep interview.As the characteristic, due to the dispatched employee often works in customer office, sothey are worried about their personal development as they feel a little different treatmentwith the internal employee in customer part. At the meantime, they are sensitive in therespect and caring from the management, in their mind, they feel they are short of respectand caring due to their different identification, while the knowledge trait makes it moreimportant to them.According to the survey result, the article provides the optimization suggestions onthe incentive mechanism of the knowledge dispatched employee of Q Company, mainly onmaterial incentive, career development, communication channel and company culture etc.