Research On Optimization Of Incentive System Of Grass-roots Technical Staff In NH Company Based On Two-factor Theory

Enterprise human resource management contains many contents,among which the incentive system is a very important one.In order to achieve production tasks and development goals,enterprise managers hope that employees can work in a positive state,full of spirit,high morale.In order to achieve this effect,enterprise managers have made a lot of efforts to stimulate the enthusiasm of employees and motivate them to work.Some enterprises take proper measures and have effective methods.Employees consciously link their personal future with the fate of the company,achieving the effect of 1+1>2.And some enterprises lack research and demonstration,the formulation of measures floating in the air,divorced from reality,not only a waste of time,money and energy,but also counterproductive.The research object of this paper is the grass-roots technical staff,which has the largest number,the largest effect and the most core status in NH Company.The field survey found that the dimssion rate of the company’s grass-roots technical staff reached 24%in the past year,5.2%higher than the overall dimssion rate of 18.8%released by 51 job in 2021.After a discussion with the management of the company,we learned that the high dimission rate,insufficient work motivation and low enthusiasm of grass-roots technical staff have long plagued the development of the company.In this article,the author aims to apply the relevant management theory analysis of NH company incentive status of this group,found that the deficiencies and puts forward some improvement opinions,hope the company can give full play to the incentive system,effectively solve the shortcomings in the course of company management and the basic technical staff turnover rate is high,really promote the company long-term development.In the writing of this paper,on the basis of the background,purpose and significance of the employee incentive system research,combined with the domestic and foreign incentive theory,two-factor theory and basic technical staff research status,put forward the research content,methods and technical route of this paper.Firstly,the author expounds and defines the definition of incentive,incentive system,two-factor theory and basic technical staff.Secondly,this paper introduces the basic situation of NH company and the company is now in life safeguard,c&b,performance evaluation assessment,personal development and culture motivation aspect of the present situation of the grass-roots technical staff incentives,combined with questionnaire survey,staff interview,field investigation and statistical data analysis of NH company current seriously for basic technical staff incentive system existing problems and reasons;Then the author puts forward the goals and ideas for improving the incentive system of NH company’s grass-roots technical staff according to the idea of one-to-one correspondence.At the same time,in order to ensure that the improved incentive system can be feasible,the author also put forward some suggestions on the implementation of the incentive system.Finally,the author briefly and systematically expounds the research conclusions,puts forward the shortcomings of the paper,and looks forward to the future research prospects.