| Human resources are the key elements and strategic resources for the development of modern enterprises.Stimulating the enthusiasm of employees is the most important way to reflect the value of human resource management and improve the core competitiveness of enterprises.An effective incentive mechanism can correctly guide employees’ work motivation and unify employees’ own needs with organizational objectives.It can not only stimulate employees’ creativity and initiative,but also achieve the sustainable and healthy development of enterprise objectives.However,there are many problems in the employee incentive mechanism of most enterprises in China.Taking the pharmaceutical industry enterprises where PR company is located as an example,the local government approval system once implemented by the state has led to small and many pharmaceutical enterprises,low degree of monopoly,competitive incentive,rapid iteration of new and old products and processes in the market,and continuous strengthening of the overall innovation ability of the industry,With the continuous improvement of the technical level of employees,the competition for professionals is becoming more and more fierce.However,due to the multiple constraints of social and economic macro environment,managers’ ideas and human resource management consciousness,the employee incentive of pharmaceutical enterprises has always lagged behind the economic development level of enterprises.Therefore,pharmaceutical enterprises in the new era urgently need an employee incentive mechanism according to local conditions to stabilize the staff and improve labor productivity.Firstly,the thesis combs the general theory of employee incentive mechanism.On the basis of defining the connotation of employee incentive mechanism,this thesis analyzes the elements and basic principles of employee incentive mechanism;Employee incentive mechanism helps to improve the economic benefits of enterprises,create a benign competitive atmosphere,attract excellent talents and stimulate the potential and enthusiasm of employees;There are four theoretical bases for the design of employee incentive mechanism in enterprises,namely content incentive theory,process incentive theory,behavior transformation incentive theory and comprehensive incentive theory.Accordingly,the employee incentive mechanism in this study is determined as career development incentive mechanism,salary incentive mechanism,performance incentive mechanism,spiritual incentive mechanism and enterprise culture incentive mechanism.Secondly,it introduces the current situation and main problems of employee incentive mechanism in PR company.On the premise of describing the human resource management structure of PR company,with the help of questionnaire,interview,Likert scale and other research methods,this thesis makes an in-depth investigation on the effectiveness of PR company’s employee incentive in three aspects:welfare,work performance and spiritual culture.It is found that the salary satisfaction is low,the performance appraisal control is weak,the career development channel is missing,the spiritual incentive is insufficient,and the construction of corporate culture lags behind.The urgent need to improve the comfort of the working environment is the main problem in the employee incentive mechanism of PR company.At the same time,in order to optimize the employee incentive mechanism of PR company,it is necessary to investigate and analyze the employee incentive needs of PR company.The questionnaire survey found that the incentive dimensions with the strongest demand for employees are salary and welfare,working environment,career channel,performance appraisal and corporate culture,which get the basis and focus of optimizing the employee incentive mechanism.Finally,aiming at the problems,combined with the actual operation and development planning of PR company,this thesis systematically puts forward specific measures to optimize the employee incentive mechanism of PR company:optimize the design with the construction of rank system as the starting point,and improve the employee career development channel and career training management;Build a more competitive salary system by linking the perfect rank system with salary factors;From the two dimensions of organizational performance and personal performance,through the close relationship between the company’s strategic indicators and personal work indicators,optimize the whole management closed loop of performance indicator formulation,performance evaluation,performance interview and feedback and result application;Optimize the design of spiritual incentive with the goal of improving the quality of employees in many aspects,such as education,professional qualification,innovation,honor,employee care and democratic management;In the new situation,refine,publicize and promote the family style corporate culture with the characteristics of PR company.Strategic promotion,strengthening organization and optimizing working environment are the powerful guarantee for PR company to optimize employee incentive mechanism and achieve good results.The marginal contribution of this thesis lies in the demand analysis based on employee satisfaction survey,which provides a realistic basis for accurately proposing measures to optimize employee incentive mechanism,and improves the pertinence and effectiveness of mechanism optimization measures.At the same time,based on the establishment of the rank system,the thesis attempts to embed the optimization of multi-dimensional incentive mechanisms such as salary,spirit and career development into various modules of human resource management for systematic arrangement,in order to provide case basis and technical support for the optimization of employee incentive mechanism in the pharmaceutical industry,especially in the pharmaceutical inner packaging industry. |
