Research On Incentive Strategy Of XY Company Based On Employees' Perceived Of Organizational Support

Incentive theory has long been concerned about the organization employee relationship,and for a long time,the organization is on the relatively strong side.In the case of low quality and sufficient labor force,it is difficult for employees to have equal exchange power with the organization.For a long time since China's reform and opening up,one of the characteristics of human intensive enterprises is the low status of human capital in the market competition.At this time,most scholars focus on meeting the basic needs of employees,that is,the survival needs."There are brave men under the heavy reward".The traditional incentive perspective mostly stands on the material incentive,and regards the employees as isolated individuals with one thousand people.The so-called needs of employees are only the most basic needs for material and emotion.As long as the motivation can meet their needs at the bottom,employees can have a high level Willing to work and achieve high performance commensurate with it.With the continuous improvement of human cost in recent years,the strong position of the organization has declined.Enterprise managers gradually find that the individual attributes of employees can not be ignored,because in the fierce market competition,human capital is often an important tool to achieve enterprise goals,and simple material incentives can not meet the growing needs of employees.Under such conditions,the organization employee relationship based on social exchange has become the focus of research.Among them,the theory of sense of organizational support(POS)puts the perspective completely on the individual employee.It comes from the personality of the organization in the heart of the employee.The behavior of the organization will directly affect the psychological state of the employee and lead to the specific behavior of the employee Give corresponding rewards.The theory of perceived organizational support is a relatively new theory reflecting the relationship between organization and employees,and it is also a theory that must be paid attention to in organizational motivation.XY company has a strong sense of the times in its long-term incentive strategy.In the face of the transition from the old state-owned enterprises to the market-orientedenterprises,the incentives are purely material incentives,ignoring the personal feelings of employees.The incentive means are relatively single,and they are not treated equally and lack of fairness and rationality.The weak emotion of employees to the company,turnover phenomenon occurs frequently,which makes the company unable to retain people.The company did not pay attention to the development needs of employees,training tends to be utilitarian.These situations show that the company has not formed an effective incentive strategy,which is not conducive to the stability of employees and the development of the enterprise.In this context,from the perspective of the study of XY company's incentive strategy,this paper designs a questionnaire on the sense of organizational support,makes a statistical analysis of the questionnaire results,adopts the methods of literature research and interview,analyzes the current situation and problems of the company's incentive strategy,and explores the deficiencies of XY company's incentive strategy,In order to improve XY company's human resource incentive strategy.On the basis of investigation and research,this paper puts forward the following incentive strategy suggestions by using the relevant theories of management:(1)establishing the front-end and back-end coordination mechanism: optimizing coordination mechanism,establishing authorization mechanism,and internal post flow mechanism.(2)The construction of corporate culture: the organizational support should be embedded in the corporate culture.(3)Strengthen staff training: strengthen the training of young employees,improve the hardware and software conditions of internal training,establish a complete mechanism of internal training,and establish an internal knowledge management system.(4)More flexible breaks.(5)Implement employee organizational support management: establish a sense of organizational support management system at the company level.(6)Set up career development plan as a whole,and put forward respective planning suggestions for employees and the company.(7)The establishment of XY company dispatch system partner employment position salary system integration.This paper hopes to help XY company improve thelevel of human resource management by these measures,and provide limited reference for similar companies.