Study On Incentive Problems And Countermeasures Of The Post-90s Knowledge Wokers In G Company

With the rapid development of the social environment,the advent of the information age,and the impact and impact of the epidemic on the world,the development environment faced by enterprises is becoming more and more challenging.How to survive in the cold winter is an urgent problem for each enterprise.The talent competition is the fundamental competition.How to attract excellent talents to create value for the enterprise will also become an important topic.Therefore,enterprises need to find employee incentive programs and systems that adapt to the times and the new generation of employees in order to stimulate and cultivate more excellent talents,so that talents can play their maximum value.Therefore,this paper takes G Company as an example to study the incentive scheme of its post-90 s knowledge workers.Company G is a leading enterprise in the financial and educational industry.The average age of its employees is 26 years old.There are many post-90 s employees among the grass-roots employees and middle and senior managers.Based on the incentive theory,this paper conducts a survey on the post-90 s knowledge workers of G Company,comprehensively uses case law,literature and questionnaire survey to study the current employee incentive status of G Company,and finds that there are four problems in G Company,including the lack of fairness in salary incentive settings,the weak effect of welfare incentive,the imperfect employee training system and the lack of employee career development planning.In view of these problems,this paper attempts to explore some improvement measures.It suggests providing competitive incentives,providing diversified benefits for post-90 s knowledge workers,improving employee training system,and building employee promotion channels,hoping to improve enterprise management efficiency.