Study On Incentive Mechanism Of Professional Technicians In Baotou Steel Co.Ltd From A Perspective Of Innovation-Oriented Country

With the continuous development of the market economy in our country,the role of the large state-owned enterprises in the market economy has become more and more obvious.In the current market,competition among traditional companies such as price has ceased to exist.Technical competition has increasingly become the core basis for the company's development and market competitive advantage.In the era of knowledge economy,the company's talent competition has increasingly become the company's topic of concern.In order to gain the advantages of enterprises in the market competition,enterprises need to invest a great deal of financial and material resources to attract and motivate professional and technical personnel.For most domestic enterprises,the effect of such capital and material inputs is not very good.You need a good incentive system and staff management mechanism as the basis and guidelines.As the core force for development of large-scale state-owned enterprises,it is particularly important for professional and technical personnel to inspire their work enthusiasm and enhance their work experience.This paper elaborates on the current management mechanism and existing problems of professional and technical personnel in state-owned enterprises,and focuses on the characteristics,management and motivation of professional and technical personnel in state-owned enterprises as well as the existing problems in the management of professional and technical personnel in state-owned enterprises.On this basis,this paper takes Baotou Steel Group as an example to investigate the five factors of its current incentive through the designed questionnaire.Through the analysis and summarization of the data,we found the following two problems: there is still a lack of basis for determining the incentive coefficient of the professional and technical personnel of Baotou Steel Group Co.,Ltd.,the lack of standard of performance appraisal,unscientific selection and training mechanism Not achieve the desired results and the welfare system needs to be improved and so on;in the implementation of incentive innovation mechanism,there are still co-workers need to strengthen the implementation of the relationship policy,additional indicators such as benefits need to be strengthened to implement,the training content is relatively old and rigid,deviation from career planning Reality and incentive mechanisms innovation is not enough and other issues.Finally,in response to the problems found,this paper puts forward corresponding countermeasures.