Research On The Incentive Mechanism For Technicians Of Company A

Under the background of economic globalization and market information process,with the advance of supply-side structural reform,the development of high-tech is becoming more and more mature,which poses a new challenge for the state-owned enterprises with R&D technology as the core.With continuous enrichment and perfection of human resource management,the expectations and requirements of the technicians,especially the core technical talents,are becoming more and more complicated.Effective incentive mechanism can fully motivate activeness of employees,stimulate their work enthusiasm,and connect enterprise goals with employees’ closely,which can not only improve employee’s satisfaction,but also assist better and faster development and improve comprehensive competitiveness of enterprise.In the state-owned enterprises with the core of R&D technology,the technicians,especially those in the R&D category,play a quite important role;therefore the implementation of their incentive mechanism should be paid more attention.In view of this,it is the primary task for state-owned enterprises to optimize the incentive mechanism in order to give full play to the potential of the technical staff and establish an incentive mechanism which conforms to the modern development for sustainable development.On the basis of relevant research both at home and abroad,this paper takes Company A,a large state-owned enterprise in Chongqing,as the research object and specially gives analysis of the current incentive mechanism situation of the company’s technical staff by means of literature analysis,questionnaire interview,quantitative and qualitative analysis.Through deep investigation the author finds out some particular problems in the current incentive mechanism of technicians in company A,such as salary motivation is not effective enough,spiritual incentive mechanism is not strong enough,the long-term development incentive is not clear enough,the education and training incentive is not deep enough,etc.On the basis of this,the problem-oriented optimization scheme is re-designed compared with the original incentive mechanism,such as by establishing a classified and graded salary system,optimizing the method of performance evaluation,strengthening corporate culture construction,creating goodworking environment,optimizing the way of communication and promotion of technicians,providing diversified career development channels,carrying out differential training and education to stimulate the potential of technicians,to effectively solve those problems above,which can provide some practical reference for the dynamic management of incentive mechanism for technical staff of state-owned enterprises with R&D as the core.