Research On The Motivation Strategy Of Key Talents In JB Company

With the development of global knowledge economy,the competition of enterprises becomes more and more fierce.The competition of enterprises is essentially the competition of talents,especially the competition of key talents.In the face of the current product,technology,market and other constantly updated situation,whether to master the key talents with high skills,core technology and key resources,is the source of the core competitiveness of the enterprise,which plays a decisive role in the market advantage of the enterprise and the sustainable and healthy development.However,at present,there are many problems in the acquisition and retention of key talents in China’s manufacturing enterprises,resulting in brain drain,failure to effectively manage key talents from a strategic height,and no systematic key talent incentive and training system has been formed.Therefore,in the fierce market competition,how to strengthen the management of key talents,optimize incentive strategies,retain and employ key talents,and give full play to their initiative and enthusiasm is an important issue facing the human resource management of manufacturing enterprises.At present,although some domestic and foreign scholar have studied and paid attention to the key talent incentive problem in manufacturing enterprises,from the perspective of the research status,most of the scholars’ studies are analyzed from a macro perspective,and few studies are analyzed from a micro perspective by combining enterprise cases.In view of this,this paper takes JB Company,a manufacturing enterprise,as a case,and analyzes the core talent incentive problem of the enterprise.Firstly,this thesis expounds the theoretical and practical significance of this topic from the perspective of competition between key talents and optimal incentive strategy.Secondly,it defines the concepts of talent,key talent and incentive,and combs the relevant researches and theories of key talent incentive strategies of domestic and foreign scholars,which provides literature and theoretical basis for the research of this thesis.The third part expounds the definition,identification and characteristics of JB Company’s key talents,and analyzes the current situation of key talent’s motivation.Fourth,questionnaire survey is used to investigate and analyze the motivation satisfaction of key talents.Based on the previous studies of scholars on related issues,the questionnaire is organized and combined with the actual situation of JB Company,and a total of 27 three-level indicators are designed from five secondary indicators: salary structure,performance appraisal,recruitment and promotion,training and incentive,and corporate culture.The results of the questionnaire survey show that the key talents are generally satisfied with the incentive satisfaction of the company.The main problems are: the unreasonable wage system,the degree of fairness is not enough,resulting in the company’s personnel flow;The key talents of the enterprise do not have enough development opportunities,and their development has met a bottleneck;The performance evaluation system of key talents is not perfect,and the career development direction is not clear;The training system is too simple,and the ability of the key talents of the enterprise has not been improved.The main factor that causes these problems is that enterprises pay less attention to the key talents;Not actively creating a good communication atmosphere;Lack of stable and lasting company system;Ignoring the need for learning and development of key talents.Finally,according to the above analysis results,combined with the characteristics of key talents,this thesis provides the best incentive strategy for the key talents of JB company,and provides execution guarantee for them,indicating the future research direction of this thesis.Through the research of this thesis,JB company must link the incentive problem of key talents with the actual situation of the enterprise,and establish a key talent incentive strategy that is compatible with the development of the enterprise and has strong operability,so as to better promote the benign development of the enterprise and enhance the key competitiveness of the enterprise.