| With the constant advancement of science and technology,new technologies start emerging such as artificial intelligence,Internet of things and big data has caused many earth-shaking changes in the economy of our country.The technological innovation level of an enterprise determines the development trend of the enterprise,while the innovation ability of employees determines the advanced and innovative level of the enterprise technology,and also affects the operation mode,corporate culture and profit income of the enterprise.Therefore,it is particularly important for enterprises to motivate and retain employees who have mastered new knowledge,new technology and strong innovation ability.It can be said that excellent employees have gradually become the core key to the development of enterprises.Therefore,how to motivate and stabilize employees and stimulate their creative potential and work enthusiasm to the greatest extent is of great practical significance for a science and technology enterprise.KD company since it was founded in 1999 already battalion commander for 23 years,as a high-tech enterprise,KD company continued innovation on the road to development,attracting and recruiting talented people from all walks of life,make full use of information technology to develop the enterprise,in order to perfect service and high-quality products and services to the society and the people,By the government,the community’s unanimous praise and praise.However,in recent years,due to the influence of the market environment,the overall development speed of the company has slowed down,and the incentive problem of employees in KD Company has gradually emerged.The result is that the turnover rate of employees has increased,and the existing employees have low enthusiasm and enthusiasm for work.The above situation brings the double challenge of human resource management and employee motivation to KD company.Based on this,this paper fully studies and analyzes the per-existing employee stimulant means of KD Company,expect to put forward measures that can help to improve the employee incentive problem of KD company,and realize the long-term and healthy development of KD company.This paper closely around KD company employees incentive problems,relying on the ERG theory by questionnaires,face to face interviews,field visits,from survival(E),relationship(R),growth(G)three dimensions overall analyze the KD company,the current situation of employee motivation and targeted for KD company employees incentive problems was put forward improvement measures.First through the questionnaire survey,based on the IPA analysis method etc.The study found that KD company employees on the intensity of labor,the degree of organization atmosphere,authorization,management of democracy,peer relationships,career planning,staff education training,the path of career advancement,and organizational decision-making participation,individual and the relationship between the superior satisfaction is very low.Secondly,on the basis of full analysis of the problem,combined with the actual development of KD company,the following advices for improvement are as follows: First survival needs(E)incentives,an urgent need to solve the problems of the E4 satisfaction through low Labour intensity,suggested the labor intensity of feedback mechanism,the advice for people with Internet construction of flexible working hours,good work atmosphere,prevent serious phenomenon of "inside volume,essentially reduce unnecessary labor intensity.Second,in terms of relationship need(R)incentive,it is urgent to solve the problems of organizational atmosphere,degree of authorization,democracy of management,relationship between peers,and low satisfaction of relationship between individuals and superiors.Do in terms of specific organizational atmosphere build humanistic management and innovation awareness and encourage the efficiency,high-end talent,learning atmosphere is blossoming,education for the children to carry out the technical worker,in terms of authorization extent do reasonable moderate,not "one size fits all",to use the taxonomy to deal with different things,achieve the target.In terms of democratic management,employees should be trained to have a sense of ownership and participate in the construction of the organization.In terms of the relationship between colleagues at the same level,we should cultivate collective ideology and know how to be humble.We should carry out various activities regularly to enhance the cohesion and emotional saturation among colleagues.In the relationship between the individual and the superior,the communication between the superior and the subordinate should be carried out regularly.The leaders of the company should attach importance to the humanistic care of the employees and fully respect the employees.At last,for the sake of ensuring the steady implementation and implementation of employee sitimulating improvement means,this paper also provides support from five aspects: carrying out a pep meeting,setting up an incentive promotion group,strengthening supervision and inspection,ensuring material support,and improving the system to ensure that the problems are closed and effectively implemented.To sum up,improving the existing employee incentive problems of KD Company can not only improve the competitiveness and employee satisfaction of KD company comprehensively,but also provide a favorable reference for other companies in the same industry in terms of the healthy development of employees. |
