Research On Optimization Of Immaterial Incentive System For Engineering And Technical Personnel In S Company

As the social and economic development has entered the new normal,the external environment of the technical service industry has become increasingly competitive with the rapid development of economy and science and technology.The technical service enterprises are all trying to reduce costs and improve efficiency,so as to obtain development opportunities in the industry.As for the internal environment of the technical service industry,in order to maintain competitive advantages,enterprises need to stimulate the enthusiasm of employees through various incentives and measures,especially for the internal professional and technical personnel,in addition to meeting their material needs,they also need to pay attention to their personal development and psychological needs.For S Company,a knowledge-intensive technical service enterprise,engineering professional and technical personnel are the basis for its survival and development.To achieve long-term and healthy development,it is necessary to attach importance to the special needs of engineering and technical personnel and fully implement effective non-material incentive measures on the premise of ensuring that their material incentive needs are met.By establishing an effective non-material incentive system,Achieve the purpose of attracting and retaining talents.This paper takes the immaterial incentive system of engineering and technical personnel of S Company as the research object.Firstly,by collecting data and information through literature research,interview survey and other methods,this paper analyzes the current situation of non-material incentives for engineering and technical personnel in S Company.Secondly,through statistical analysis of the results of questionnaire survey and secondary interview survey,the non-material needs of engineering and technical personnel in different career stages are analyzed and summarized,and the problems existing in the non-material incentive system of engineering and technical personnel and their causes are identified from three aspects:personal development dimension,emotional care dimension and organizational environment dimension.Thirdly,according to the problems and reasons of three dimensions,the paper puts forward the targeted non-material incentive optimization strategy.The personal development dimension includes improving the job promotion mechanism,optimizing the skill training mechanism,improving the career planning and deepening the authorization decision-making mechanism.The dimensions of affective care include optimizing communication channels,enriching honor incentives and paying attention to caring and caring.The dimensions of organizational environment include ensuring a good hardware environment,creating a loose software environment,creating a fair organizational atmosphere,and establishing a full coverage of cultural and sports activities.Finally,three types of safeguard measures,including organizational guarantee,execution guarantee and system guarantee,are proposed to ensure the smooth implementation of the non-material incentive optimization system in S Company.The entry point of this paper is the optimization of the immaterial incentive system for engineering and technical personnel of S Company.Based on the results obtained by this research,it can effectively help S company to improve the existing problems in human resource management.In addition,it has certain reference significance for solving the immaterial incentive problem of engineering and technical personnel in similar knowledge-intensive technical service enterprises.