Improvement On Incentive Strategies For Technical Staff In Gansu Antai Machinery Maintenance Co.,Ltd.

As science and technology increasingly develops resulting in the emergence of new fields,techniques,standards and materials,technical staff play an extremely important role in a company,which is also related to its economical efficiency and competitiveness in the industry and market.In recent years,companies have paid more attention to the investment in technical staff who are expected to improve work efficiency and generate more profits for them.Gansu Antai Machinery Maintenance Co.,Ltd.,“Antai Co.,Ltd.” for short in the following,is an enterprise dealing in building installation and maintenance,engaging in various building installation and construction,whose main businesses include machinery maintenance,technical services as well as processing and installation of engineering and mining equipment,hardware and electrical equipment,instrument and apparatus,mechanical equipment,building materials and so on.With improvement in mechanization level of modern building engineering and emergence of new-type equipment and new technical skills,Antai Co.,Ltd.,a traditional SME,is encountering problems like small scale,lack of talents and unbalanced allocation of human resources,which lead to sustained work inefficiency and make a serious impact on its performances and profits.In this context,how to motivate technical staff and explore a way out of talents bottleneck becomes a crucial research project necessarily faced by the company.Based on three main types of incentive theories involving content-based theory,process theory and behavior modification theory,this paper makes in-depth research on the status quo of incentives for technical staff in the Company,finds its problems in some aspects and analyzes the cause,including deficient humanistic concern,imbalanced material and spiritual incentives,undifferentiated rewards and punishments,unreasonable performance evaluation,frequent resignation and ineffective implementation of the measures.In order to further improve the concrete plan for technical staff incentive mechanism,this paper also provides protective measures to make sure that the plan can be carried out effectively.Moreover,the research of this paper is expected to contribute to the settlement of realistic problems like difficulties in recruitment,allocation and retention of technical staff faced by Antai Co.,Ltd.currently and in the future and to have use for reference to improve the incentive mechanism of human resources in construction industry.