Research On Incensentive Mechanism Optimization Of H Company

With the rapid development of the Internet industry,online education has take half of the skills training industry,the offline skills training industry competition has become particularly fierce,the core elements of the teaching mode and funding gradually changed to management mode and professional talent competition.H Education and Training Company is a comprehensive skills training and education institution integrating training,planning and research and development.It is one of the excellent old private comprehensive vocational skills training institutions in Hainan Province.At present,the development of H Education and Training Company in Hainan is also faced with many problems,among which the employees are quite worried about the prospect of personal development and salary,and the high turnover rate of employees is particularly prominent.The main reasons for the above problems are that the compensation fails to give full play to its incentive function,does not pay attention to spiritual incentive,and the promotion channel of employees is blocked.Therefore,H Education and Training Company is now facing a severe problem: how to optimize the original incentive mechanism and tap the internal potential of employees,so as to retain talents internally and attract talents externally,so as to lay a solid foundation and provide a strong guarantee for the development of the company.This paper takes Hainan local skills training institutions represented by H Education and Training Company as examples,analyzes the problems existing in the application of incentive mechanism of H Education and Training Company,explores salary and welfare,job promotion,spiritual welfare and other aspects,and puts forward optimization countermeasures with controllable cost and strong feasibility.It is hoped that not only the incentive mechanism can be improved,but also the management level of H Education and Training Company can be promoted to a new level to a large extent.At the same time,it is hoped that this research can be used as a reference for the healthy development of small skill training institutions.