Research On The Motivation Model Of Staff In TH Functional Departments

In recent years,with the increasingly fierce market economy,entrepreneurs gradually realize that in order to win the invincible position in the market competition,the first thing is to have excellent talents and excellent staff team to guarantee,so human resources gradually become the key factor in the market competition.As an entrepreneur,the main problem is how to select talents,train talents,and motivate existing employees to make the most of their efforts The selection and training of talents is a relatively long process,and the selection and training of excellent talents is based on the proper incentive measures and the ability to retain talents Based on the actual operation of TH company,this paper focuses on the research of the current situation and the design of the incentive mode of the grass-roots employees in the functional departments of TH company by the methods of literature research,questionnaire,induction,interview and quantitative researchAt the same time,they are the basis of TH company's development and are not easy to replace.They play a key role in all aspects of TH company's operation.They are the executors of the company's system,the practitioners of corporate culture,the participants of corporate profits,and the creators of corporate innovation.Therefore,the purpose of this paper is to stimulate the initiative and creativity of the grass-roots employees of the functional departments through the design and application of the incentive mode,so that they can spontaneously participate in the cause of TH company,and achieve the development goals of the enterprise.Based on the theory of hierarchy of needs,two factor theory,expectation theory and other related theories,this paper starts with the observation and analysis of the current situation of the grass-roots employees' motivation in the functional departments of TH company,summarizes the distribution characteristics of the grass-roots employees in the functional departments and the current situation of the three levels of motivation,including the material level of motivation,such as the current situation of salary and performance,training and welfare,and the spiritual level The status quo of face-to-face incentives,such as personal development,career planning and promotion;the impact of corporate culture and corporate vision on the grassroots employees of functional departments.Through the research and analysis of incentive status at all levels,this study found that the connectivity and coordination among the incentive factors of the grass-roots employees in the functional departments of TH company are not strong,and the incentive factors are insufficient,which is reflected in the lack of market competitiveness in salary,the mere formality of performance appraisal,the simple and backward welfare means,and the mismatching of training contents with their jobs In addition,due to the lack of corporate culture publicity,the guidance of corporate vision on the work of grass-roots employees in functional departments is not strong,and the company's recognition of the work of grass-roots employees in functional departments is not high;although the team building is organized,the incentive effect is not obvious.The existence of these problems leads to the lack of enthusiasm and resentment of grass-roots employees in functional departmentsIn order to further design and study the incentive model,this paper uses the form of questionnaire to investigate the incentive factors of the grass-roots employees in the functional departments of TH company.The investigation includes 11 items in four levels:material level motivation,spiritual level motivation,cultural level motivation and team building motivation The results show that there are differences in incentive preferences among the grass-roots employees in the functional departments of TH company.First of all,they have different incentive preferences.The grass-roots employees of functional departments prefer the material incentive factors,while they also need the spiritual incentive factors,cultural incentive factors and team building incentive factors.The top five incentive preferences are salary,personal development,corporate culture,welfare incentive and performance incentive.Among them,the preference for salary incentive factors appears to be the most vigorous.Secondly,there are age differences in their incentive preferences.The grass-roots employees in the functional departments under 30 years old have a strong demand for material incentive factors,expectation incentive factors and team building incentive factors.The grass-roots employees in the functional departments between 30 and 40 years old have a significant increase in their spiritual incentive preferences.The grass-roots employees in the functional departments between 40 and 50 years old have the highest incentive preferences for personal development 5 At the cultural level,the preference of incentive factors for the grass-roots employees in the functional departments above 0 years old has increased significantly.In addition,there are departmental differences in their incentive preferences.The grass-roots employees in the sales department prefer the material level incentive factors,the grass-roots employees in the technical department prefer the spiritual level incentive factors,and the grass-roots employees in the service department prefer the cultural level incentive factorsTherefore,according to the status quo and the results of questionnaire survey,this study designed four incentive models:1.designed a multidimensional and three-dimensional incentive model with corporate culture as the fulcrum and corporate vision as the guidance for service department grassroots employees.The design of the incentive model focuses on the basic role of corporate culture,strengthens the guiding role of the medium and long-term goals and corporate vision of the enterprise,and establishes a multidimensional and three-dimensional incentive model,which organically combines the material level incentive demand and spiritual level incentive demand of grass-roots employees in general departments and team building.2.The incentive mode of "support+welfare innovation" is designed for the basic level employees of the sales department.This incentive mode can effectively relieve the worries of the basic level employees of the sales department,so as to promote them to better complete the company's sales plan and profit level.3.The equity incentive mode of "innovation+talents" is designed for the grass-roots employees of the technology department.This incentive mode can make the technical personnel hold the equity in the form of technical achievements,on the one hand,it can recognize the research results,on the other hand,it can promote the rapid transformation of the technical achievements into the company's benefits,on the basis of which it can get rich dividend incentive.4.The incentive mode of "commission+negative incentive" based on the project is designed.This incentive mode not only enables the grass-roots employees of the functional departments to get considerable Project Commission,but also will eliminate the personnel with poor performance under the effect of negative incentive,so that the participants of the whole project team can actively and efficiently participate in it,and improve the overall combat effectiveness of the team.This study is based on the design of incentive model for the basic staff of TH company's functional departments,and further discusses the implementation steps and implementation guarantee of the designed incentive model.In the implementation process of incentive model,we should follow the implementation steps of plan implementation coordination continuous improvement,because any application of new model needs to be recognized by the model receptor,and continuous improvement should be carried out in the process of organization implementation.At the same time,the design of incentive mode is not independent.It needs perfect enterprise system as policy guarantee,sufficient funds as fund guarantee,and the idea guarantee and cultural guarantee supported by senior,middle and grass-roots employees.At the same time,it needs to establish a perfect feedback mechanism within the enterprise,including implementation progress,employee acceptance,anti loudness and implementation In this way,we can use the relevant feedback information and data to analyze the implementation effect of incentive mode,so as to improve the incentive mode continuously.Through the analysis of the above data and the design and implementation of the incentive model,this paper hopes to achieve the incentive effect of the basic level employees in the functional departments of TH company,and to maximize their enthusiasm for work.