Research On The Incentive Issues Of High-skilled Talents In Guizhou GS Compan

China’s economy has entered a period of new normal,and the economy has shifted gear from the previous high speed to the high-quality development.As the backbone of the national economic development,the manufacturing industry has a high-quality development.The high-quality development of a company means that a company must rely on its own resources and capabilities to provide society with the high-quality,first-class products and services.The core of modern business management is the optimal allocation of human capital.A reasonable incentive mechanism can stimulate the subjective initiative of employees and promote the improvement of business performance.High-skilled talents refer to those who have high skills and exquisite skills,can do creative work and make contributions to society,including skilled workers who have obtained the professional qualification of senior technicians,technicians and senior technicians.High skilled talents as the skill backbone of the front-line technical workers in the production and manufacturing of enterprises,play a vital role in the road of high-quality development of enterprises.Enterprises must pay attention to the implementation effect of existing incentives on high skilled talents.This paper takes the highly skilled talents of Guizhou GS company as the research object.This article adopts the form of case study,combined with GS company’s actual situation,guided by relevant incentive theory,and analyzed through literature analysis,questionnaire survey and dialogue interviews It is learned that the current incentives for the company’s highly skilled talents have the following limitations: low level of salary and benefits,single performance evaluation,poor training incentives results,restricted career planning channels,and insufficient spiritual motivation.On the basis of absorbing domestic and foreign theoretical researches,the empirical research in the industry,and the problems existing in the current incentive mechanism for highly skilled talents,it can be improved and optimized from the following aspects: completing the salary structure,improving the welfare benefits,improving the performance evaluation,optimizing the training content,optimizing the career promotion system and enriching the spiritual motivation.At the same time,in order to ensure the smooth implementation of this incentive mechanism,this article puts forward four implementation guarantee contents: perfecting the corresponding organization system,constructing the related supporting system,establishing the smooth communication feedback mechanism and ensuring the sufficient fund budget.The results of this paper further enrich the relevant literature on talent incentive mechanism,and have certain reference significance for enterprises,especially manufacturing enterprises,to construct the incentive mechanism for high-skilled talents.