Research On Salary Incentive Countermeasures Of New Generation Employees Of YW Steel Co.,Ltd

In recent years,with the progress of The Times and social development,a good business environment has driven the rapid development of steel enterprises in more and more small and medium-sized cities.However,as the country’s efforts to protect the environment continue to strengthen,these steel enterprises are facing increasing competitive pressure.Limited by the size and output value of small and medium-sized enterprises,they are facing the same transformation dilemma.As talents are the key to market competition,enterprises should pay enough attention to attracting and retaining excellent talents,and constantly learn and introduce advanced human resource management concepts.As the backbone of the development of iron and steel enterprises,more and more young people born in the 1990 s have stepped into positions to help enterprises maintain healthy and dynamic development.This group is called the "new generation of employees".They have the courage to work hard,and their work is full of vitality and creativity.At the same time,they have different working characteristics from the previous generation.Therefore,the way to motivate them to work and start their own business should not be limited to material incentives,but should pay more attention to the spiritual incentives such as career development and promotion space,and how to improve their loyalty to the company and work enthusiasm.It is worth our thinking and research to help them maximize their self-value in their posts.From the perspective of the steel industry,this thesis takes the new generation of employees of YW Company as the research object,combines the actual situation of the company,analyzes and studies the existing problems of the new generation of employees in the compensation incentive,and establishes the compensation incentive optimization mechanism,aiming at improving their work enthusiasm and sense of belonging.Based on the classic "Maslow’s hierarchy of needs theory","Herzberg’s two-factor theory" and "Adams’ s equity theory" in the incentive theory,this thesis analyzes the existing problems in the compensation incentive of the new generation of employees in YW Steel Co.,LTD.,through the development of scientific and reasonable questionnaires and key interviews.The existing problems are as follows: The salary base of the new generation of employees is low and the increase is small,the year-end performance bonus distribution is not reasonable,the year-end holiday benefits are not attractive,and the company’s promotion channels are not scientific;Combining theoretical knowledge to find out the reasons affecting salary incentive: salary structure is lack of scientific rationality,performance appraisal mechanism is not perfect,welfare incentive method is single and lack of care,the company’s promotion mechanism is not linked to the career of employees,corporate culture is not rich;Put forward specific improvement suggestions and design compensation incentive countermeasures optimization measures: first,formulate a scientific and reasonable compensation mechanism to optimize the compensation structure,second,optimize the performance evaluation mechanism,third,optimize the spirit incentive measures for the new generation of employees,fourth,resume diversified welfare system,improve the flexibility mechanism of welfare.Supplemented by the safeguard measures to optimize the implementation of salary incentive for the new generation of employees,YW Company continuously improves the incentive mechanism for the new generation of employees,builds a multi-incentive factor integration system,improves the work enthusiasm of employees,thus stimulating the vitality of the enterprise for good development and promoting the achievement of the enterprise strategic goals.