Research On Optimization Of Incentive Mechanism For Technical Employees Of Hebei Huakan Geological Exploration Co.,Ltd.

As economic and social development progresses,along with the improvement of people’s living standards,the importance of the ecological environment in the happiness index of the masses is increasingly highlighted.Environmental protection has become a prominent issue in current economic development.Environmental companies have emerged as a strong force in the market of environmental protection and governance.The incentive mechanism for employees in these environmental companies is of great significance in promoting the construction of our country’s ecological environment.Hebei Huakan Geological Exploration Co.,Ltd.is a rapidly developing geological exploration and environmental protection company.In recent years,it has gradually shifted its development direction from traditional regional geological exploration to multiple fields such as people’s livelihood,ecology,environment,agriculture,and geological disaster prevention and control,in line with national strategic needs.The proportion of professional and technical personnel in the company exceeds 80%,with those in the environmental industry accounting for over50%.However,with the rapid development of the organizational structure and capacity requirements,the company also faces new challenges,particularly in the significant instability between the supply and demand of human resources.Therefore,improving the incentive mechanism for technical employees can not only enhance their work enthusiasm and reduce their turnover rate,but also facilitate their active participation in overall work,therefore improving the company’s efficiency and profits.This article first reviews recent literature on technical employee motivation to analyze current research hotspots and existing problems.It provides a comprehensive overview of mainstream motivation theories,including equity theory,achievement motivation theory,and dual-factor theory,to establish a solid theoretical foundation for subsequent practical research.Next,a survey was conducted on Hebei Huakang Geological Exploration Co.,Ltd.to obtain primary data through questionnaires and interviews.A detailed understanding of the company’s current organizational structure,employee composition,and the current motivation for technical employees is obtained through group analysis.It was found that there are issues such as salary allocation not matching performance levels,simple salary motivation,lack of training systems and spiritual motivation,which lead to low employees’ enthusiasm,inefficiency,and high turnover rates.Based on the survey results,targeted policies were developed in terms of material incentives,including standardizing job positions,grades,and responsibilities,quantifying incentive assessment goals,clarifying employee reward mechanisms,providing material welfare incentives,spiritual motivation,promotion and training incentives,and cultural incentives.Finally,the AHP method was used to obtain the weight of corresponding index.Then,a questionnaire was distributed to employees to obtain their real responses regarding the pre-and post-salary optimization.The fuzzy comprehensive evaluation was then used to combine the fuzzy matrix construction with the AHP index weights to obtain a comprehensive score for the pre-and post-salary optimization.The results showed that the satisfaction of technical employees with the new motivation plan significantly improved after adjusting the motivation plan.At the end of the article,based on the research results,suggestions are given to management to attach importance to the evolution of motivation mechanisms,establish a sound organizational structure and management system,emphasize the summary and evaluation of motivation effects,and provide feedback and corrective recommendations.