Hualong Group Staff Incentive System Research

Since entering the 21st century, competition for talent has become the key factor rel ated to business survival. It is very important to strengthen human resources managemen t, integrate enterprise resources and give full play to employees of independent initiative, which can encourage them to link their own fate to the development of company. Incent ive system is a way to improve the efficiency of human resource management, and it is a powerful tool to promote the development of enterprises. Implementation of effective in centive system can improve employees’ satisfaction, help employees adapt to the corpor ate culture and improve labor efficiency, and release the internal driving force.This thesis is based on demand theory, and it analyzed Yanbian Hualong Group deeply i n business management, human resources management and other aspects of the problem s and issues raised in relation to the feasibility of a positive opinion from the perspective of incentives. Along with the relevant literature, and the use of interviews, questionnaire s, logical reasoning, this paper gets an analysis in no distance and multi-angle, in-depth way of the current situation of human resource management Hualong Group SMEs, focu sing on the value of Hualong Group’s existing staff incentives. Finally, this paper makes feasible suggestions to Employees according to their own demand. The introduction sur vey analysis of Hualong Group staff incentive system constitutes the main body of this a rticle. On the one hand, it introduced the incentive systems of Hualong Group. For exa mple, salary incentive, welfare policy, participate incentive system and spiritual encoura gement and so on. These systems improved staff’s morale to some extent. And it also sti mulated the enthusiasm of the staff and improved the working efficiency. But there are s till some problems, such as the single form of the welfare system, and lack of the corpor ate training. On the other hand, this thesis did the research by means of questionnaire sur vey from the following aspects. Such as the workers’ satisfaction survey to the salaries a nd benefits, the personal development, the relationship between staffs and the caring of t he leadership, the managements and the regulations of the enterprise, it also survey the s atisfaction of the staffs to the future growth and enterprise prospects. According to the st atistical analysis, the result shows the incentive systems of the Hualong Group is effectiv e to a great extent, but still has room for optimize existing incentive systems.