Research On Incentive Factors Of Cenozoic Knowledge Worker On Jincheng Anthracite Mining Group

rhe incentive problem has always been the research hot spot of management circle. How to keep excellent employees and motivate their enthusiasm and creativity has gradually become the main competitiveness for modern enterprises to achieve success. As the "new generation" of knowledge-based employers have gradually become the backbone of employees of the enterprises, people begin to pay close attention to them and soon realize that there are differences between this generation and the past generations in many aspects. If the management of them continues being the same as before, it might be difficult to reach the prospective effect and even produce the counterproductive effect.This paper has a empirical research on the incentive problem of the "new generation" of knowledge-based employee of Jingcheng Anthracite Mining Group through questionnaire survey. This paper will discuss the current incentive problem with respect to the "new generation" of knowledge-based employee of Jingcheng Anthracite Mining Group. First, the formulation of compensation system is not reasonable. The compensation system fails to manifest post values, the income disparity between technical personnel and management personnel is too large, and the phenomenon of same work with different pay is serious. Second, the performance assessment lacks motivation, such as the lack of related training for participants in the performance management, the pertinence of the performance assessment, and the behavioral process control for the "new generation" of knowledge-based employee. Third, the training system is imperfect. Less attention has been paid to the training work of the "new generation" of knowledge-based employee, the methods of safety training and education for them is unreasonable, and the educational training system for them is imperfect. In addition, the incentives for the "new generation" of knowledge-based employee lack differentiation and the welfare system remains to be improved.By using the statistical software of SPSS17.0, this paper analyzes the data collected by the questionnaire, and discusses the incentive factors of the "new generation" of knowledge-based employee of the group after confirming the reliability and the validity of the questionnaire. The research suggests that Jingcheng Anthracite Mining Group should comply with the characteristics of "new generation" of knowledge-based employee and motivate them with effective approaches, so as to achieve effective management. First, the group should perfect the salary incentive measures for them, optimize the compensation system and the seniority system, adjust the compensation ratio of responsibility, provide the skill allowance on time, and gradually improve the welfare benefits. Second, the system should be based on the incentive strategies through which the "new generation" of knowledge-based employee are integrated into the group. The incentive strategies designed by this paper include enterprise culture incentive, equality and respect incentive and trust authorization incentive. In addition, the group should formulate the incentive strategy of self-actualization for the "new generation" of knowledge-based employee, and formulate perfect training incentive measures, especially the training evaluation and the feedback mechanism. The group should be clear about the career direction of them, and strengthen and perfect the succession planning of talent teams. It is also necessary to motivate the enthusiasm of the "new generation" of knowledge-based employee though creating multiple career platforms, etc. In a word, to motivate the "new generation" of knowledge-based employee, the group should be based on different demand characteristics of them and adopt countermeasures to perfect system and form mechanism.