Research On Performanceincentive Problem Of QS Company Based On Two-factor Theory

The medical device industry plays a very important role in the national life and health and national biosafety.Especially since the outbreak of COVID-19,the medical device industry has shown buck-trend growth under the background of downward pressure on the global economy.Under the stimulus of national policy and market demand,medical device enterprises have seized the opportunity to improve the market share,and even many companies in other industries began to set foot in the field of medical device.The medical device industry is related to people’s life and health,and requires high requirements for practitioners,which requires not only relevant technical qualifications and professional level,but also rich experience in the industry.Therefore,human resource management has very important strategic significance for medical device enterprises.In the face of increasingly fierce market competition,we must adapt to the changes of The Times,adjust and improve the original incentive mechanism,and enhance employees’ job satisfaction,so as to achieve the goal of promoting the healthy development of the enterprise and improving the performance level.At present,there are many researches in the medical field,but they mainly focus on the medical industry,and few researches on the medical device industry.The research of medical device industry is also mainly focused on marketing and other aspects,and there is little research on internal human resource management,especially incentive.Based on Herzberg’s two-factor theory,this paper makes a systematic study on employee motivation in QS Company.Through questionnaires and interviews,the current incentive mechanism of the company was investigated,and it was found that the employees were not satisfied with the current incentive measures.From the dimension of health factors,the salary level is not competitive,the form of welfare is relatively single,low recognition,interpersonal communication efficiency needs to be improved.From the perspective of incentive factors,the performance appraisal is not flexible enough and the content needs to be improved;the promotion channels lack career planning and the mechanism is not sound enough;and the training and growth are not matched enough with the actual needs of employees.Finally,on the basis of questionnaire and interview,combined with the actual situation of QS Company,the following optimization suggestions are put forward.In terms of communication mechanism,suggestions are put forward to strengthen communication awareness,strengthen employee care,and smooth communication channels.In the aspect of performance evaluation,some suggestions are put forward,such as improving the assessment content,adjusting the assessment methods and strengthening the assessment results.In terms of salary and welfare,it puts forward some suggestions to improve the attractiveness and competitiveness of salary,optimize and adjust the salary structure,and give full play to the role of welfare.In terms of training mechanism,suggestions are put forward to enrich training forms,select training contents and evaluate training results.In terms of promotion mechanism,suggestions such as unimpeded promotion channels,career planning guidance and regular post rotation are put forward.Through the optimization and improvement of the combination of health factors and incentive factors,it is expected to further enhance the initiative and enthusiasm of QS employees and promote the healthy and rapid development of the company.The research on employee incentive of QS Company in this paper aims to optimize the existing incentive measures of QS Company,promote the company to better adapt to the current and future industrial development and environmental changes,enhance the market competitiveness of the company,and also hope to provide reference for other companies to optimize and improve the incentive mechanism.