Research On The Incentive Mechanism Of Core Staff In Enterprise

At present,China's national economy is heading very rapidly on the express way,and many enterprises have become the backbone of promoting national economic development,and in this increasingly competitive market environment,the competition among modern enterprises is ultimately something for talents.In June 2010,the Central and Long-term Talent Development Plan(2010-2020)issued by the Central Committee of the Communist Party of China and the State Council put forward the strategy of strengthening the country through talents,which raised the importance of talents to the country's economic and social development to an unprecedented height.After the implementation of the talent strategy,the management of core staff in domestic enterprises has become the top priority in enterprise human resource,and its importance to the growth of enterprises has become increasingly prominent.The implementation of the core staff strategy has also led to a trend of increasing income levels,which,to some extent,indirectly turned into a factor of some sharp problems,such as uneven employment.However,if a single salary incentive is still used when motivating core staff,it will inevitably lead to a greater disparity between the rich and the poor.Therefore,how to promote the sound and rapid development of the economy and maintain the overall situation of social harmony and stability,which has become an urgent task of reforming the incentive mechanism for core staff.At the same time,the power industry is one of the most important energy industries in the country that also retains the characteristics of state-owned enterprises in administrative management.However,its demand for excellent power technology and management talents is still with an extremely large gap so that all major power companies are trying their best to introduce them in order to enhance the competitive advantage.The paper take an power company,A,as an example,analyzes the incentive theory of core staff and combines the current situation of A's own incentive mechanism to deeply explore the company's 4 major problems that are existing,including the unclear definition of core employees,imperfect incentive mechanism,unsatisfactory implementation of incentive mechanism,and ineffectiveness.Moreover,the author further analyzes the causes and has found the reasons that covers management opacity,dispatch of incentives and related business,unstable staff rights,and inconsistence between employee career planning and corporate development goals.On this basis,the paper puts forward countermeasures and suggestions for 5 aspects,such as increasing the material incentives of core staff,improving their research environment,enhancing employees'sense of accomplishment,and creating competitive platforms.It is hoped that this paper could guide state-owned enterprises,including power companies,to further improve their management mechanism.