Research On Optimization Of Incentive Mechanism For Knowledge Workers In G Company

With the continuous development of society,enterprise reform becomes more and more urgent.For steel enterprise G,the company has turned from a loss to a profit since2016,not only due to the supply-side reform that conforms to The Times,but also due to the corresponding reform of human resources compensation and performance management system.Human resources play an important role in the enterprise.Giving full play to the subjective initiative of employees can not only reduce the cost of human management,but also make the best use of their talents.Knowledge employees mainly refer to the management and technical personnel of the company,which is a very important and special group of employees in human resources.In recent years,G company takes the implementation of the intelligent and digital reform as the technical support for the transformation,and the knowledg employees as the guarantee for the transformation and development,and introduces various management and technical talents.However,how to manage knowledge-based employees,motivate their enthusiasm and creativity is a new problem to be explored in the human resource management of steel enterprise G company.Based on knowledge employees and incentive system,based on the analysis of the relevant literature to comb,based on the principles of establishing motivation theory and incentive mechanism,knowledge workers with G company as the research object,select part of the knowledge workers as the research sample,through questionnaire and interview two kinds of study way,the company knowledge staff incentive factors importance degree and satisfaction degree were analyzed.The study found that the needs of salary,benefits,personal growth and promotion incentive demand is high for the G company knowledge staff.The satisfaction of communication,performance appraisal and job promotion is low,the demand of incentive factors and incentive mechanism matching degree is not high,and people from different age,different education,different length of service attitude to motivating factors is also different.Through analyze the causes of this phenomenon,this paper puts forward G company toestablish a reasonable pay system,the mechanism of scientific and effective performance,suitable for career planning,long-term and effective training system and fair unobstructed channels of promotion,at the same time establish and improve the leadership mechanism,build good enterprise atmosphere,improve the knowledge staff management system guarantee incentive system more effectively.The research in this paper can make knowledge employees feel valued by the company and give full play to their own subjective initiative.It can also play a guiding role in G company’s understanding of the current situation of the incentive of knowledge employees and the formulation of scientific and effective incentive measures.At the same time,it also has certain reference significance for the incentive of knowledge employees in the same type other enterprises.