A Study On The Incentive Mechanism Of Core Employees In Educational Companies In The Early Stage

The rapid development of the Chinese economy has made market competition more intense.For companies in the initial stage,they have to withstand multiple tests from the inside and outside,so that these companies have to find a way to win.The important "magic weapon" for start-ups to win is to clarify the characteristics of their own enterprises,and then establish a scientific and systematic management system,so it is of great significance to improve the incentive mechanism of core employees.For A Education Company,founded in 2017,only by ensuring a solid talent base,ensuring operational efficiency,and strengthening internal management can the company's development be effectively promoted.Therefore,Company A should build on its own development status,maximize the work potential and enthusiasm of core employees,give full play to the value of core employees,and finally achieve the purpose of promoting the development of the company.Therefore,perfecting the core employee incentive mechanism so as to maximize the incentive effect has become A company's current important work.Based on the incentive theory and Maslow's demand theory,this study comprehensively uses the literature research method,questionnaire survey method and case analysis method to study the core employee incentive mechanism of A education company in the initial stage.First,investigate and understand the basic situation of the employees of Company A,and elaborate the theoretical concepts and basis of division of core employees,so as to clarify the core employees of Company A,and take such employees as the research object.Secondly,understand and analyze the incentive mechanism currently implemented by Company A,and design a questionnaire based on this,and distribute it to the research subjects.The questionnaire is mainly aimed at the incentive mechanism of Company A,which mainly includes two aspects.The satisfaction of core employees with this,on the other hand,is the demand and evaluation of such employees,and all items in the questionnaire are based on the three dimensions of material,spirit and growth.After completing and recycling the questionnaire,the results of the questionnaire are sorted out and collected.Statistics,and then clarify the shortcomings of the incentive mechanism currently implemented by Company A,mainly reflected in the lack of fairness,institutionality and pertinence.Finally,in response to these shortcomings,combined with the development status of Company A,further put forward feasible countermeasures.Research conclusions show that: When establishing an incentive mechanism for core employees,start-up education companies should first proceed from their own development status;in addition to paying attention to the salary structure,they should also consider the spirit and growth of core employees;when improving the incentive mechanism,they need to Take corresponding measures to make up for the problems existing in the original mechanism,comprehensively understand,analyze and meet the needs of core employees.The research in this article can help A company reduce the turnover rate of talents and help the company develop quickly and stably.