Research On The Incentive Mechanism Of Technologists In GJ Group Based On Two-factor Theory

In the report of the Party’s 20th Congress,it is proposed to speed up the green transformation of development mode and promote the formation of green and low-carbon production mode and lifestyle.GJ Company,as the fourth batch of national specialized,special and new small giant enterprises and the national torch plan unit,mainly researches and develops three-dimensional coil core one and two energy efficiency energy-saving transformers,which is the leader of new energy efficiency power transmission and transformation equipment In the context of the national promotion of the development of green production capacity new products,GJ wants to stand out among many transmission and distribution equipment enterprises,it must have strong competitiveness in technological innovation.As the core force of process innovation product upgrading,the R&D team of GJ company is the key to maintain market competitiveness and win market share How to effectively motivate the R&D staff of GJ Company becomes the core issue of human resource management of the company.The research object of this paper is the R&D personnel of GJ Company.Based on the theory of two-factor incentive,the paper adopts the method of literature research,interview,analysis and questionnaire survey,and combines the actual situation of GJ Company to deeply analyze the existing problems of its incentive mechanism.This paper,based on the two-factor theory,amalgamates the pertinent research outcomes from both domestically and internationally to evaluate the existing organizational structure of GJ Company Make a detailed analysis of the human resources situation,conduct a survey in various forms such as questionnaire survey,communication and interview,sort out and analyze the obtained data,and find out the existing problems in motivating researchers of GJ Group: unattractive salary and welfare,imperfect performance evaluation system,too formalized personnel training,corporate culture fails to motivate scientific and technological employees This paper believes that in order to solve the above incentive problems existing in enterprises,Grasping the concept of uniting the people-oriented with the material and spiritual incentives,taking into account salary and assessment incentives,career development and corporate culture incentives,and the collaboration of various incentive methods,we can create an organic whole,maximize the synergistic effect of incentives,and create a more effective incentive effect.The paper proposes a particular incentive optimization strategy,tailored to the actual circumstances of enterprises,in order to make them more attractive to scientific and technical personnel,enhance the contentment of their current in-service staff,and bolster the retention of talent.