Research On Optimizing The Employee Incentive Mechanism Of E-commerce Company A

With the arrival of the era of information technology and big data,the development mode of enterprises has also undergone tremendous changes,especially the rapid development of the e-commerce industry,with its market share increasing every year.However,with the rapid development of the e-commerce industry,the demand for e-commerce talents is also growing rapidly,and e-commerce enterprises have increasingly high requirements for talents.High quality and skilled talents are the needs of the times.Compared to many large enterprises,many small and medium-sized e-commerce enterprises do not have an advantage in talent recruitment and personnel team management,and there is an urgent need to change the current problem of talent team construction.In recent years,the business volume and development scale of A e-commerce company have been increasing year by year,and the number of employees has also gradually increased.However,in the process of the company’s development,there have also been some problems with the talent team,mainly manifested as a large number of brain drain.Newly recruited employees cannot take office immediately,and a large number of old employees will also leave.A company started relatively late,and compared to many mature enterprises,the incentive mechanism is not sound,and many theoretical and practical experiences are also lacking.Although some incentive measures have been adopted,the effect is not obvious,and there are still many problems.The advantage of human capital has not been fully utilized,which has had a significant impact on the development of A e-commerce company.Based on this,this article uses motivation theory and human resource management theory,Maslow’s hierarchy of needs theory and related mature scales to conduct a questionnaire survey and interview with employees of A e-commerce company.Through analysis,it is found that A company’s incentive mechanism has unscientific salary structure,incomplete performance evaluation system,low employee work recognition,insufficient implementation of company cultural concepts,and incomplete training mechanism,Issues such as non-standard promotion mechanisms.Then,under the principles of fairness,differentiation,and people-oriented,optimization suggestions were proposed from six aspects: establishing a performance-oriented compensation mechanism,establishing a quantifiable and intelligent performance evaluation system,enriching ways to improve work recognition,strengthening the implementation of company cultural concepts,establishing a demand oriented multi-level diversified training incentive system,and establishing a standardized and fair promotion mechanism and process,Finally,from the perspectives of institutional guarantee,financial guarantee,and publicity guarantee,we provide guarantee measures for optimizing the incentive mechanism.By optimizing the incentive system,it is expected to better mobilize the creativity and enthusiasm of employees in A e-commerce company,and enhance the stability of the employee team.