Research On The Incentive Mechanism Of TV Hosts

The optimization and adjustment of China's radio and film system has led to the institutional innovation of television and other media.After the system reform,despite the fact that the nature of the TV station's public institutions remained unchanged,its funds were no longer funded by the full amount of finance,but were self-operating and profitable,and operations gradually became more enterprise-oriented.Based on this policy,local TV stations also initiated a reform mechanism.The traditional personnel department has transformed into a specialized human resources department,and dogmatic employee management has been transformed into a variety of assessment-style employee management.However,because the concept of administrative management is too firm,after the system reform,local TV stations still cannot break through the limits of human resource management.The allocation of human resources is not scientific enough.The resource management mode lacks innovation.The talent needs of different positions are not sorted out,and the personnel decisions are arbitrarily strong.Problems need to be solved further.As the main type of work for local TV stations,the presenter's management also has the reform issues mentioned above.This article uses the literature research method,the case analysis method,the survey questionnaire method,carries on the thorough discussion and the research to the A TV station host's incentive question.First,it elaborates on the theory of demand hierarchy,two-factor theory and fairness theory,laying the theoretical foundation for follow-up research.Secondly,taking A TV station as an example,it introduces the current situation of the incentives for the host of A-TV stations,and investigates the satisfaction of A-TV station host's incentives by issuing questionnaires,and conducts face-to-face communication with the host using interviews to gain insights into their ideas..The survey results show that the overall level of satisfaction of the A-TV host's remuneration is low.The reason for this is that the A-TV station's remuneration structure is irrational,it cannot meet individual needs,and there is a lack of spiritual motivation.Third,summarize the experience of domestic and foreign mainstream media presenters and learn from them and learn from their successful experiences.Finally,aiming at the problems existing in the incentive of the A-TV host,the design ideas of hosting the hot-incentive mechanism are determined,and corresponding suggestions for improvement are proposed.Rationally design the salary mechanism,improve the salary structure,improve the salary system,establish individualized spiritual incentives,establish a rich and colorful cultural environment,and meet the individual needs of employees.This article provides an in-depth analysis of the A-TV station's current moderator incentives,finds out the problem of insufficient incentives,proposes targeted optimization solutions,helps A-TV stations to resolve the loss of high-quality moderators,the host's work efficiency is difficult to improve,and the host's business is stagnant.A TV station created a team of high-quality facilitators to facilitate the efficient operation of the TV station,gradually increase its core competitiveness,and provide operational suggestions for the reform of human resources management at other local stations.