Schematic Design On Cultivation And Motivation For Core Staff Of Motor System Changchun Co., Ltd

Third, this paper sorted the general thoughts of optimization design of company’s core staff training system on the basis of previous res During the period of deep reform in China,independent innovation is more encouraged in our country. Enterprise’s competition becomes the talent competition as the root of innovation lies on the talented person. Therefore, it is an important strategic issue that whether the company has the ability to retain and cultivate the core stuffs, who are treated as creative talents in the enterprise.Changchun Motor Systems Co. Ltd. is a company that engaged in the development and production of high-end car seats, which is established by Germany Motor Systems Co. Ltd. in China. At present, the company has been set up factories both in Changchun and Foshan, and its customers are mainly Faw Volkswagen Group and Faw Car Co., LTD. After years of development, the company has now built up its own research center, and gotten the base of ability to develop and test products such as car seat frame, foam plastic and armour. The company has been committed to establishing a world-class research and development center as R&D base of Euramerican style of car seat in China. Furthermore, it will improve the overall capacity for independent development of China’s high-end seat.However, Changchun Motor Systems Co. Ltd. has also facing the issues on frequent quit of core stuff, work burnout of serving staff and the week awareness of innovation in the fierce market competition. All these problems have great influence on the company’s operation and development. As a joint venture which products auto fittings, the facing problem of this company are more representative in the small and medium-sized enterprises. Taking the case of Changchun Motor Systems Co. Ltd., based on the use of relevant human resource theories, this study analyzed the current situation of the company’s training and payment policies, and finally found the main existing problems such as the lack of pertinence on training contents, the irrationality of training time, the singleness of training methods, the absence of high-end talent training project, the unfairness of core stuff performance appraisal and the inelasticity of post salary. Overall, it can be summarized that unsound salary distribution and training system led to employees lacked enthusiasm for work as well as the identity and belonging to the enterprise.For these reasons, the purpose of this study is to optimizing the training and compensation management system of Changchun Motor Systems Co. Ltd. First, this paper analyzed the existing problems by using theories such as expectation theory and equity theory based on a large number of internal and external literatures; Second, the paper explored the internal demands of core stuff though the in-depth interviews, and finally, these demands provided practical basis for the subsequent project design. earch; In the end, this paper developed the core stuff compensation and training system which applied to Changchun Motor Systems Co. Ltd.Since core stuffs of the company are in various positions, only one category of cultivating and incentive program cannot meet the demands of all core staffs. This paper focused on designing cultivating and incentive programs for R & D core stuffs, Taking account of the important role that product development plays in high-tech enterprises and the financial capacity of enterprises for training, this paper just made the instructional and principle design for cultivating and incentive programs of professional, managerial and sales personnels, the details will be enriched according to the situation of the company. This study was to make the entire solution more operable on the highlight of cultivating and incentive emphasis though the focused program design.The main contributions of this paper are as follows:(1) The cultivating and incentive programs for R & D Core staff were made.(2) A training program for technicians of the company was formulated and the certification of vocational qualification for stuff was designed.(3) A flexible wage plan was carried out.(4) Program wage system of R & D Core staff was made.(5) Basic wage was formulated according to industry standards.(6) The limitations of traditional monetization of remuneration for employees was broken, series of non-material incentives was provided as well as monetary payment.