| Human resource is the core of modern enterprise management.Continuously improving the level of HR development and management is not only an inevitable improvement in the development of economic and market competition,but also an important guarantee for the long-term success of enterprises.Nowadays,many companies are facing talents' shortage,especially in biopharmaceutical enterprises like Chem-Stone,Inc.The phenomenon of personnel turnover and job-hopping has become a common problem in the industry.With the rapid development of social economy,more and more enterprises have fully realized that HR is more important than material and technological resources.They are the greatest assets of an enterprise.As the core of HR,incentive issues have become a key factor for the success of enterprises.This paper,based on the classical incentive theory(two-factor theory),management theories(super-Y theory and theory Z)and literature reviews,combined with the specific case of Chem-Stone,describes and analyzes the existing incentive mechanism in the company,explores how to formulate a set of scientific and effective incentive mechanism,which is suitable to the company's characteristic,in order to realize the purpose of retaining core talents,enhance the company's competitiveness and achieve the win-win result of corporate goals and personal goals.In this case,Chem-Stone has implemented a series of incentive policies such as compensation and welfare,promotion,equity incentives,performance appraisal,etc.However,in some aspects like training,employees' career planning and corporate culture,the company did not take much consideration,or that the measures taken are not enough.Because of the defects,the existing incentive mechanism did not play a good role in retaining talents.In this paper,according to the characteristics of Chem-Stone and its employees,applying theories into practice,some suggestions will be given from both material and non-material aspects to improve the existing incentive mechanism. |
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