Research On The Optimization Of Incentive Mechanism Of Technical Employees In K Company

Under the background of knowledge-based economy,the construction of enterprise’s core competitiveness needs highly dependent on human resources and its management ability.Based on the professional knowledge and technology,the technical staff in the enterprise can produce higher work value in the enterprise production,quality inspection,logistics and other functional positions,and bring more abundant innovation achievements.As a fast-growing biotechnology enterprise,K company’s overall business volume and staff size is still in the small and medium-sized scale,but the proportion of its internal technical staff has reached more than 80%.Facing the rapid development of organizational structure and capacity demand,there are also unstable factors and situations between the supply and demand of human resources in K company.Therefore,in view of the current situation of K company,improving the incentive mechanism of technical employees can stabilize the existing team and improve the value output of technical employees.With the help of literature review and empirical research methods,this paper studies the incentive theory and mode of technical employees,the current incentive status of technical employees in K company,and the influencing factors of incentive effect of technical employees in K company.With the help of Likert scale,this paper analyzes the incentive influencing factors of technical employees in K company,and further investigates their satisfaction with the existing incentive measures degree.The results show that K company’s incentive measures mainly focus on material incentives,lack of personal development level incentives.For technical employees,the design and implementation of incentive mechanism can meet their higher level of material and spiritual needs,so as to improve the work effect is more effective.Therefore,in order to improve the current incentive measures for technical employees in K company,based on the investigation and research,this paper puts forward corresponding measures from the salary mechanism,training mechanism and promotion mechanism.K company needs to develop the fairness of post salary,reduce the challenge of existing performance pay,and improve innovative incentive methods such as project bonus and equity Award;in the process of training development,K company needs to rationalize the training methods and methods,and scientifically arrange the training time according to the needs of individual development of technical employees;in terms of incentive measures for promotion and development K company needs to plan the promotion route of technical employees,standardize the overall promotion criteria and process,meet the needs of the employees as much as possible,and improve the incentive efficiency and effect of technical employees.