The Study Of Incentive Mechanism Of Human Resources Of Lanzhou Xinghuo Machinetool Company

In the 21st century,with the deepening of China's reform and opening up and its in-depth development to the whole field,the domestic market economy system is more perfect and the mechanism is more perfect.How do modern enterprises meet the requirements of the new era?Accurately grasping the current opportunities and actively meeting the future challenges is an important practical problem for enterprises to effectively deal with the fierce competition and sustained and healthy development.The future development and competitiveness of enterprises are not only closely related to advanced management concepts,scientific marketing strategies and positive technological innovation patterns,but also to meet the requirements of the times.Close to the actual application of new technology to do a good job of human resources management and incentive ideas and methods inseparable.The survival and development of modern enterprises are facing a variety of shocks and challenges at home and abroad.If we want to develop and grow,we must take improving the level of human resources management as the key element to enhance their core competitiveness.To ensure that enterprises win the foundation of survival and development in the fierce competitive environment in the future with solid talent advantages.The incentive mechanism of human resources plays an important role in human resource management,and plays an irreplaceable role in the survival and development of enterprises and in meeting all kinds of challenges.Especially at present,most of the enterprises in our country are in the key stage of transformation and upgrading,and the human resource incentive mechanism plays an unprecedented supporting role.Therefore,it is very important to study a set of scientific and applicable human resources incentive mechanism for the development and growth of enterprises.Only by continuously renewing and perfecting the incentive measures and mechanisms,so as to stimulate the enthusiasm,initiative and creativity of the employees of the enterprise,and fully tap their work potential,can we constantly enhance the centripetal force,cohesion and market competitiveness of the enterprises.Further realize the sustainable development of enterprises.In this paper,Lanzhou Spark Machine tool Co.,Ltd.is selected as a typical research case,and the knowledge learned is used to modify and perfect the human resources incentive mechanism of the company in order to adapt it to the needs of increasingly fierce market competition.On the basis of reading and analyzing a large number of relevant literature at home and abroad and important theories of management,this paper has investigated and visited more than 100 employees and management of Lanzhou Spark Machine tool Co.,Ltd by means of questionnaire and on-the-spot interview.A large number of first-hand data and data on human resources incentive of Lanzhou Spark Machine tool Co.,Ltd.have been collected and obtained.It is considered that Lanzhou Spark Machine tool Co.,Ltd.has initially formed "two means" at present.The "three levels" and "four principles" are the characteristics of the human resources incentive mechanism,but through further questionnaire data collation and analysis,it is found that most of the employees are dissatisfied with the current incentive mechanism of the company to a certain extent,in the salary and welfare.Performance evaluation,management system,learning and training and incentive methods are particularly prominent,indicating that there are still deficiencies in the incentive mechanism of the company,which is difficult to meet the needs of stimulating employee creativity and enhancing the vitality of the enterprise.Based on this article,this paper deeply analyzes and sums up four problems existing in the human resource incentive mechanism of the company:first,the design of the performance appraisal system is unreasonable,which is manifested in that the construction of the performance management system is not well considered.The time span of performance appraisal is unreasonable and the content of performance appraisal in project management is incomplete.Second,the design of incentive system structure is incomplete,which is manifested in the simplification of salary structure and the imperfect training mechanism.Third,the long-term planning of incentive mechanism is insufficient,which is manifested in the emphasis on material incentive rather than spiritual incentive,the lack of overall planning of incentive form,the lack of close connection between incentive mechanism and employee career planning,and the lack of attention to corporate culture in incentive mechanism.Fourth,the application of human resource incentive mechanism is not flexible enough,which shows that the application of performance appraisal means in incentive mechanism is rigid,the performance appraisal standard is simple and the incentive mode is not diverse enough,and the lack of flexibility.It is precisely because of the shortcomings of the incentive mechanism that the satisfaction of the employees of the company is low,and the enthusiasm for labor is difficult to mobilize efficiently,which makes the economic benefits of the company difficult to grow sustainably.In order to alleviate these problems,the article thinks that we should start from the following five aspects:first,we should strengthen humanized management and implement individualized incentive measures,including constantly perfecting and strengthening the implementation of "people-oriented" corporate culture.And the implementation of incentive mechanism based on the needs of employees;Second,it is necessary to closely follow the actual situation of enterprises and dynamically adjust the incentive mechanism.Specifically,we should implement an open and transparent performance appraisal system,flexibly use incentive means of rewards and punishments,shorten the performance appraisal cycle as much as possible,and implement monthly evaluation.At the same time,we should pay attention to keeping pace with the times,update and revise and perfect the incentive mechanism in time.Third,in order to expand the salary structure and give full play to the role of post performance,employees should be educated,professional titles and skill levels on the basis of the existing wage payment elements.The performance situation is brought into the salary structure according to a certain proportion or the corresponding quota standard,and the fixed salary(basic salary)and the dynamic salary(performance reward salary)are distinguished and implemented,so as to fully arouse the labor enthusiasm of the employees of the enterprise.Fourth,it is necessary to establish a systematic and specialized skills training mechanism.The training incentive in the human resources incentive system of Lanzhou Spark Machine tool Co.,Ltd.should be organized and implemented in accordance with three parts.First,pre-service adaptive training.The second is the regular training of post professional skills,the third is the future demand training to meet the needs of multi-level needs and sustainable development;Fifth,in order to establish and implement diversified incentive measures and ensure that the incentive mechanism plays an effective role,we must formulate and choose appropriate incentive measures according to local conditions in combination with the factors that can promote or mobilize the enthusiasm of employees.For Lanzhou Spark Machine tool Co.,Ltd.,we should adopt diversified material incentive and spiritual incentive means according to the actual production and management of the company,in order to fully arouse the enthusiasm of employees.This paper combines theoretical research with applied research,scientifically analyzes the problems existing in human resource management and incentive mechanism in modern enterprises,and from the basic incentive theory,how to improve the level of human resource management in enterprises.Strengthen the cohesion and loyalty of employees,further focus on the construction of human resources system,improve and improve the incentive mechanism,strengthen the people-oriented sense of ownership,and so on.This paper probes into the principles and methods and measures that should be followed in promoting the core competitiveness of enterprises in the aspect of talent incentive,and constructs the incentive mechanism model for enterprises to motivate employees.It is hoped that through the design and improvement of scientific,systematic,effective and targeted management incentive measures,the personal growth of employees and the development of enterprises can be organically combined.It provides useful ideas for Lanzhou Spark Machine tool Co.,Ltd to obtain competitive advantage and long-term development for itself and other similar enterprises,and realizes the virtuous circle of talent team construction and enterprise development.