Incentive Study On The Technical Staff Of South Pratt&Whitney Aero-engine Company Limited

Human resource is the core resource of enterprise, the competition of enterpriseis essentially the competition of talent person. For an enterprise, it is most importantto let employee work harder for enterprise's goal, arouse employee's enthusiasm,accelerate realizing enterprise's strategic goal, and also achieve employee's personaldeveloping goal through using effective encouragement system. The article takes theresearch and development person in South Pratt&Whitney (Zhuzhou) Aero-EngineCo., Ltd as investigation object, combining with newest research output ofencouragement and inspiration system theory in overseas and abroad, based oninvestigation and analysis of current encouragement system status and existentproblem on technicians of SPWAEC, a new way is proposed in establishingencouragement system.The article analyzes deeply the demand of knowledgeable employee, andconcludes the dominant factor of encouragement system from investigation throughthe way of questionnaire and face-to-face interview. The dominant demand ofresearch and development person is as following: high payment; performanceassessment; justice salary, more study opportunity, more challengeable working target,etc. Meanwhile the article finds some problems of current encouragement system suchas the same payment no matter how hard the employee works, lacking effectivelong-time encouragement method, no suitable encouragement method in workarrangement, overlooking career development demand of technicians, and singularityof encouragement method. In order to resolve those problems, a new encouragementmethod is proposed: endowing talent person with more challengeable work throughorganization transform; establishing a new salary and benefit system based onperformance assessment; establishing career development plan on the basis of training;creating a relax and respect atmosphere; advocating more spirit encouragement. At thesame time, the article also considers the difficulty of pushing this new encouragementmethod because current management may lack managing skills or cannot achieve theanticipated effect of encouragement. Therefore, it is necessary to establish aneffective performance assessment system, fairer implementation plan and relevantdynamic encouragement system to meet different stage demand of technicians, and toimprove skill of management so as to implement this new encouragement method. The research outcome of this article would provide benchmarking and referencefor enterprise to encourage knowledgeable employee, and give an example of actualoperable encouragement strategy for SPWAEC.