The Study On The Core Staff Incentive Mechanism In H Company

The modern knowledge economy rapid development, ushered in the era of knowledge explosion, in such an environment, is also the biggest beneficiaries of real estate in our country, greatly accelerating its development. On the one hand, with the rapid development of economy in our country, urbanization process accelerated, residents living standards improve, relevant government regulation means and the continuous improvement of the housing policy, promote and promote the rapid development of the real estate industry in our country; On the other hand, the massive influx of foreign capital in China’s real estate industry, and at the same time with the money brought in foreign advanced management experience, ways and means, is also very good impetus to the development of the our country real estate enterprise. However, with rapid development of real estate industry at the same time, we also see the regulation of national policy, the gradual change of the market, making the real estate industry in the future prospects uncertain. Before the national macroeconomic regulation and control policies in recent years, such as the five countries, deeply affected the development of the real estate industry, directly affect the path of the property market.A growing number of companies in the real estate industry, because the real estate industry is a high investment, high return industry, but we should also see, it is also a high-risk industry. At present, the level of the strength of the real estate industry as a whole is also belong to the primary stage, the number is much, however small, thick, overall quality, brand is far from enough to achieve leading level. In addition, our country to WTO members, foreign well-known developers to enter the Chinese real estate market, at the same time, the foreign technology, services and capital into the industry, form the advantage, plus the adjustment of the national macroeconomic regulation and control policy, domestic developers face many pressures, set to large-scale merger and reorganization, to realize optimization of the industry. Whether the real estate industry sustainable development in the future, continue to serve as GDP growth, it will be we are now facing a big problem.After joining the WTO and the era of knowledge explosion brought about by the rapid economic development, the status of the talent and more and more important role. Real estate industry belongs to the capital and manpower intensive, want to survive and develop in the market, both to speed up the establishment of the modern enterprise system, asset optimization restructuring, science and technology level, and to develop their own unique core competitiveness, and the core competitiveness is the talent. Land, capital and human capital combined to create the value of the real estate industry, and sniffles, talent is the core of value creation, talents with initiative and creativity, it mainly by the senior management personnel, engineering and technical personnel, marketing planning personnel as the main core employees. So, really promote the development of real estate enterprises, based on the market, it is necessary to fully respect talents, play a real role of the core staff. Therefore, how to reach the core employees potential largest is particularly important and necessary.About the study of how to motivate the core staff potential, have more research results at home and abroad. At home, people more and more countries and enterprises, develop the talented person and rejuvenating the country, the strategy of reinvigorating China through human resource development. Party’s report pointed out that to promote scientific and technological progress and social economic development is the most important factor is the talent, to form a set of incentive mechanism of talent. Through the establishment of a fair compensation mode, career advancement, the welfare system, etc., can very good incentive core employees. In foreign countries, its core staff’s theory is more perfect, have entrusted agency theory, capital theory, management theory, etc. Also comprehensively studied the core of enterprise employees incentive principle, leaving reason, the use of effective incentive strategy, etc.In conclusion, the author through the gradual in-depth study the theory of the core staff and now understand the research results found that the current of core staff incentive is mainly on material incentives, for the spiritual incentive, is relatively lack, it ties to ignore all of its management. Traditional incentive, material incentive, namely wants to compare, is limited to local, specific, micro incentives, this method is only for a limited time and space to be guidance and help, although to a certain extent, must be able to inspire the core staff enthusiasm and initiative, but it can not fundamentally solve the problem, often have very obvious time constraints. Most of the existing incentive application, usually only consider the short manpower utilization value of problem, for human long-term potential value is not enough, did not fully understand the core employees can bring real value, ignoring the core employee growth value, that is not the real potential of the core staff fully digging, to create wealth. And these for any enterprise, not only increased the labor cost of enterprise, is also unable to achieve the efficient operation of the enterprise, therefore, enterprises should be more concerned about the core staff, better to perfect the system, and retain talent, develop its true potential.This paper is combined with the existing data and reference now as the foundation of forefathers’ research, comprehensive analysis of the H company employee benefits, incentive basic situation, reveals some problems of H company, and carries on the thorough analysis to these problems, find its reason, at the same time, combined with the actual situation of H company, puts forward relevant solving measures, in order to help H company, improve the incentive mechanism, improve efficiency. In this paper, the main innovation is to combine the actual situation of H company, study the core employees, perfect the incentive mechanism of H company.In this paper, the structure is as follows:The first chapter:introduce related ideas and concepts. This part mainly involves the research introduces the concepts and definitions, mainly is the core of the core staff, real estate enterprise employees, motivation and incentive mechanism and comprehensive compensation; Then discusses the article involves the overall compensation theory and incentive theory. Laid a theoretical basis for later.The second chapter:the H company is currently the status quo of incentive mechanism and the insufficiency. This part mainly analyses the H company’s incentive mechanism, know H company incentive measures, key staff needs and H company’s personnel training mechanism; Analysis of H company’s incentive mechanism is the shortage of company in staff training, performance appraisal, the problems existing in the wage system, etc.The third chapter:to analyze employee incentive successful case. Article selected the first case is related to their industry enterprise, the advantage of the incentive system of the enterprise is mainly in making full use of the value of human capital, focuses on the long-term development of enterprise and cultural construction, attention to justice; The second case selection is has nothing to do with the real estate enterprise, the advantage of the incentive system of the enterprise is mainly manifested in the complete salary system, focuses on improving the employee’s autonomy and improve the welfare system, etc.The fourth chapter:to design the incentive mechanism of H company. This part is according to the research of the above analysis, on this basis, according to the present situation of H company to design the incentive mechanism of H company. From the enterprise culture, welfare benefits, employee growth, organizational environment and salary incentive, etc.Chapter five:conclusion. This paper summarizes the full text, put forward the article did not involve the analysis of the problems and shortcomings.