Study On The Youth Talent Incentive Mechanism For Liaohe Oilfield Electricity Group Company

The cultivation of young talent team is the top priority in strategic planning, and it is also the key to achieve the goal of enterprise human resources strategy. Electric Power Group Corporation is the second-grade enterprise of China National Petroleum Corporation, but it still has issues in training young talents. Their strategic measures for human resources program paid more attention to middle managers and technical personnel than young employees, which led to a wide gap in talents and a high demission rate in young talents. This is a hidden danger to the long-term strategy of this company. In current stage, the enterprise’s some departments suffer from staff aging, staff shortage, etc., decreasing the enterprise’s competitiveness and affecting its long-term development.The paper, on the basis of collecting data and referring to literatures, analyzes the youth talent incentive mechanism and puts forward the followings problems:the youth talent training mechanism lacks in systematic and scientific plans; it does not pay attention to spirit incitement, nor does it give full play to youth’s requirements; besides, the openness, transparency, and fairness of mechanism still lack. All the above problems cause such problems as high rate of brain drain and talent reserve shortage. The author uses classic incentive theories such as hierarchy of needs theory, two-factor theory and theory of fairness and utilizes the combination of spiritual incentive and material incentive to put forward improvement advices to improve talent employment system, formulate order-type talent cultivation, construct incentive scheme, and establish harmonious enterprise culture for the youth talent training mechanism of Liaohe Electricity Group Company.The paper, by improving the youth talent incentive mechanism of Liaohe Oilfield Electricity Group, tries to correctly find youths’requirements, stimulate youths’initiative and consciousness to innovate and create profits for enterprise, enhance the retention rate of youth talents, promote youths to grow into talents, improve enterprise talent reserve, and provide powerful talent guarantee and human resource competitive advantages for enterprise’s scientific and sustainable development.