A Study On Incentive Mechanism Of The New Generation Of NC Employees After 1990s

China's economy is currently in a transition period and is changing from labor-intensive to capital-intensive and intelligence-intensive.The importance of talents has been further highlighted.Under the impact of China's economic transformation,enterprises have increasingly higher requirements for talents,and the individual performance of employees is the foundation of organizational benefits.Since 2017,second-tier cities have introduced preferential policies to compete for talents.But while it's important to acquire talents,it's even more important to motivate them.How to motivate employees is a question worth thinking by every manager,and also a question that every manager must think about.At present,the new generation of post-90 s employees have gradually become the main force of enterprise employees,especially for the Internet and other types of enterprises.But at the same time,the high turnover rate is an indisputable fact.NC company is a typical company with youn·g employees,among which the proportion of the new generation after 1990 s is over 50% and the turnover rate is high.The research object,based on the NC company on the basis of existing research,through to the top,middle,and first-line employees interviews,combined with the questionnaire survey method,know the current incentive system and NC company employee satisfaction situation,found that NC company incentives exist the following four questions:(1)the performance appraisal is not reasonable,strong subjectivity;(2)the effect of salary incentive is weak,the difference of salary is large,and the sense of internal equity is low;(3)the career development plan is not in place,and the relationship between enterprise needs and individual career development needs of employees is not well balanced;(4)lack of internal competition awareness and lack of vitality among employees.In view of these problems,this paper puts forward the following four improvement Suggestions :(1)optimize the performance appraisal system and quantify the assessment indicators as much as possible;(2)increase internal fairness and incentives of compensation;(3)analyze employee needs and make corresponding adjustments to employee career planning and management;(4)improve working environment,promote corporate culture,and increase internal salary of employees.