Research Of Incentive Optimization With W Company's Outsourcing Employees

In recent years,more and more enterprises have obtained outsourcing manpower through HR service providers to reduce the cost of their non-strategic operations.However,outsourcing employees generally have problems such as high turnover rate,weak sense of belonging,enthusiasm for work and poor initiative.The use of manpower outsourcing enterprises has become more complicated.Paying attention to the incentive management problem of outsourcing employees and continuously optimizing the incentive measures for outsourcing employees is the key to improving the efficiency of outsourcing employees management.This paper investigates the current incentives of W company outsourcing personnel in the form of questionnaires and interviews,and deeply studies the incentives of W company outsourcing employees in combination with incentive theory.As an employer,W company's single incentive form,lack of fair and effective assessment and promotion mechanism,and lack of effective care for outsourced employees are prominent,which seriously affects the incentive effect on outsourcing employees.Combined with utility theory,it is found that there is an optimal incentive combination within the enterprise.At this point of combination,the incentive costs invested by the company can produce maximum utility,and employees can get the most effective incentive effect with their own demand points.Only when the enterprise incentive portfolio is close to this point can we minimize the waste of human resources or the lack of incentives.On this basis,combined with the development of W company,this paper proposes to use the incentive combination model to improve the incentive problem of W company outsourcing employees.First of all,W company should establish diversified incentive forms according to the needs of outsourcing employees,and strengthen the incentive input of outsourcing employees in welfare system,rank promotion,training,salary and bonus,performance appraisal,etc.Secondly,it should fully decompose incentive demand.Dynamically adjust the incentive strategy according to the changes of the outsourcing employees' preferences,and then dynamically design the outsourcing employee incentive content and implementation plan;in addition,it is necessary to strengthen the professional management of outsourced employees,establish an outsourcing human resources sharing service center,and comprehensively improve the uniform management of outsourcing personnel.Sex and efficiency.This paper seeks to explore a long-term mechanism that closely links the personal interests of outsourced employees with the long-term interests of enterprises by establishing a management philosophy based on human texts.The research on outsourcing employee incentives has been carried out in the past from the perspective of outsourcing companies(human resource providers).This paper will open a new perspective on outsourcing employee incentive research from the perspective of employers(employed enterprises).On the other hand,this paper believes that the effect of incentives does not depend on whether the coverage of incentive content is broad or whether the investment of incentive costs is sufficient,but whether the composition of incentives caters to employee preferences.Therefore,from the perspective of utility,this paper determines the main factors affecting the utility of outsourcing employees,and builds an incentive combination model for outsourcing employees,which provides a new entry point for incentive research.