Research On Incentive Optimization Of Knowledge Workers In J Manufacturing Company

With the expansion of my country’s photovoltaic production capacity and the increase in global demand for clean energy,many companies have deployed the photovoltaic market.The photovoltaic manufacturing industry has gradually developed into a strategic emerging industry that can simultaneously participate in international competition and reach the international leading level,and continue to promote my country’s energy structure.changes and upgrades.Although the industry prospects continue to improve,under the challenges of product upgrading and cost reduction and efficiency increase that the photovoltaic manufacturing industry generally faces,its human resource shortcomings are becoming more and more prominent: the structure and supply of knowledge-based talents is unreasonable,senior management,technology research and development,engineering There is a shortage of technical personnel and other talents,and the supply of interdisciplinary and information-based talents is insufficient.These problems have seriously restricted the healthy development of enterprises.In this context,more and more leaders are beginning to realize that if companies want to take the lead in the fiercely competitive photovoltaic industry,relying solely on traditional strategic layout and capital operations can no longer meet long-term development needs,and they need to establish a unique corporate The advantages of human resources enhance the innovation ability and talent competitiveness of enterprises.As an important part of human resource management,incentives are regarded by many scholars and managers as an effective solution to the dilemma of knowledge-based talents: they found that by designing effective incentives for knowledge-based employees and promoting the optimization and upgrading of the incentive system,the enterprise can fully explore The potential of existing knowledge-based employees guides and develops the autonomy and creativity of knowledge-based employees,reduces the turnover rate of core employees,establishes the competitive advantage of corporate talents in the fierce market competition,and achieves the goal of sustainable development.Company J,the object of this study,is a labor/technology-intensive photovoltaic module manufacturing enterprise.The company has fixed management style and paid little attention to incentive management,and failed to build a reasonable and effective incentive system.This paper takes Company J as the case study object,takes two-factor theory as the research basis,comprehensively analyzes domestic and foreign research results,uses literature research method,questionnaire survey method,in-depth interview method and other research methods to design scientific questionnaire and interview outline,and divides knowledge workers inside the company into three categories: management,function and technology.At the same time,focusing on the seven health factors and eight incentive factors under the incentive system of photovoltaic manufacturing industry,and quantifying the satisfaction of knowledge workers in the company,it comprehensively presents the current situation and existing problems of the internal incentive system of knowledge workers in Company J.Based on the results of questionnaire survey and in-depth interview,it can be seen that knowledge workers in Company J are dissatisfied with the current incentive policies in terms of salary level,work welfare,working conditions,company training,performance appraisal and employees’ self-presentation.Based on the actual situation of the company,this paper analyzes the causes of the problems one by one and puts forward the incentive strategy optimization plan for the knowledge employees of J Company,including designing the salary system,improving the working conditions,developing the rotation mechanism,strengthening the training system and improving the promotion channel.In addition,this paper develops safeguard measures for the smooth implementation of incentive optimization from the aspects of environment,system and organization,in order to achieve better incentive effect.This paper focuses on the labor/technology-intensive photovoltaic manufacturing industry,effectively extends the connotation of the two-factor theory,and the research content has a strong reference effect on Company J and even the entire photovoltaic manufacturing industry,which provides a new idea for solving the dilemma of knowledge employee motivation in manufacturing companies.