Research On The Optimization Of Knowledge Employees Incentive Mechanism In TZ Company

In the era of knowledge economy,the core competitiveness of enterprises is based on knowledge-based employees.This is especially true for electrical industry enterprises as knowledge intensive enterprises.As an important member of the enterprise’s development process,knowledge-based employees have prominent advantages in the talent competition process due to their high technical level.At the same time,as high-quality employees,knowledge employees can create better value for the enterprise,especially in manufacturing enterprises.As the main personnel system on which the enterprise needs to rely for development,talents with core technologies need to be scientifically managed by the enterprise to maximize their effectiveness.It can be said that knowledge employees are an important factor that directly affects the overall efficiency of enterprises in the electrical industry.Therefore,establishing a sound incentive mechanism for knowledge employees is the foundation for supporting the long-term development of enterprises.Knowledge employees have different characteristics from ordinary employees,and their basic characteristics are high education,high quality,and strong technical ability.In the electrical industry,there is a turnover of employees,and their work enthusiasm gradually slows down with the increase of years.Their loyalty to the enterprise also decreases,and the performance growth benefits of the enterprise cannot be effectively improved.Faced with such difficulties,it is necessary to fully explore the personal potential of knowledge-based employees and improve work efficiency,It is necessary to establish a sound incentive mechanism for knowledge employees to ensure the competitive advantage of the enterprise.The main research content of this article is as follows: Firstly,the definition of motivation and related theories are elaborated,and the literature of domestic and foreign scholars is classified,summarized,and analyzed.Secondly,through the analysis of the current situation and problems of the incentive mechanism for knowledge employees in TZ Company,through the analysis of the current situation of the incentive mechanism for knowledge employees in TZ Company,and through investigation and analysis of the current situation of satisfaction with the incentive mechanism for knowledge employees in TZ Company,it is pointed out that there are problems in the incentive mechanism for knowledge employees in TZ Company,such as salary and welfare,performance appraisal,education and training,promotion and development,scientific and technological innovation incentive mechanism,and work environment atmosphere.Finally,optimize the design of the incentive mechanism for knowledge employees in TZ Company and propose safeguard measures,respectively,from the aspects of salary performance,education and training,career management,technological innovation,and work environment.Safeguard measures mainly include strengthening management system support,establishing incentive mechanism promotion agencies,unblocking channels to encourage communication and feedback,and emphasizing the construction of corporate culture for knowledge employees.This study is based on incentive theory and combined with the actual management of knowledge employees in TZ Company to optimize the incentive mechanism,which can play a positive role in promoting the sustainable development of the company and promoting the level of human resource management in the industry.