Research On The Optimization Of Incentive Mechanism For Technologists In Ks Group Based On Two-factor Theory

For modern enterprises,human resources are not only their strategic resources,but also play an indelible role in the development.In the content of human resource management,incentive is its focus.For the sustainable development of enterprises and employees,a good incentive mechanism will have a positive impact.There are several ways to design the incentive mechanism,such as salary incentive,performance appraisal incentive,education and training incentive and career planning incentive.In today’s increasingly fierce competition and not only expand the environment,every enterprise is facing unprecedented development opportunities,but also need to cope with the huge challenges.In this context,the enterprise staff to do a good job of incentives,can stimulate different levels of employees in the enterprise enthusiasm,enthusiasm and creativity,so that their talents can be brought into full play,encourage employees can create greater economic value for the enterprise,strengthen the core competitiveness of the enterprise,and make it stand out in the fierce competition.Scientific and technological personnel are often distributed in the core affairs of enterprises,involving the research and development,design and innovation of enterprise products,which are related to the soft power of enterprises and play a very important role in the overall development of enterprises.In addition,scientific and technological personnel are the core competitiveness in the strategic development of enterprises.Reasonable and effective incentive mechanism can enhance the scientific research motivation of scientific and technological personnel and reduce the number of scientific research personnel Its personnel flow,for enterprises to recover the loss of technology may bring huge losses.Based on the two factor theory,combined with other relevant research results at home and abroad,this paper analyzes the existing organizational structure and the actual situation of human resources of KS group.It uses questionnaire survey,exchange interview and other forms to investigate,and analyzes the obtained data to find out the problems existing in KS group in motivating scientific and technological personnel: the lack of attraction of salary and welfare The system of strength and performance evaluation is not perfect,the training of scientific and technological personnel is too formalized,and the enterprise culture fails to motivate the scientific and technological staff.In order to solve the above problems,we should strictly grasp the principle of "people-oriented",combine material incentives with spiritualincentives,pay attention to the incentive effects of salary incentives,assessment incentives,career development incentives and corporate culture incentives,and pay attention to the mutual cooperation of various incentive methods to form an organic whole and give full play to the synergistic effect of incentives We should,to achieve better incentive effect,make enterprises more attractive to scientific and technological personnel,and improve the satisfaction of on-the-job scientific and technological personnel to the enterprise,and increase the retention of talents.According to the actual situation of the enterprise,the paper puts forward the specific incentive optimization strategy.