Abstract: In today's globalization of knowledge economy, an important factor for an enterprise to be invincible is the motivation of employees. Therefore, it is very important to analyze and study the incentive problem of enterprise employees for improving the labor productivity and competitiveness of enterprises. In terms of employee motivation, the management of salary system is the decisive factor for enterprises and employees. This paper expounds the basic problems and principles of enterprise employee motivation, and puts forward the corresponding incentive scheme and the factors that should be paid attention to in implementing the incentive scheme.
Keywords: enterprise management; Salary system; Stimulating factor
With the development of economy and society, the role of human resources in enterprises is becoming more and more obvious, and people's subjective initiative is becoming more and more important. It is obviously impossible to manage labor only by external coercion. We should be good at bringing employees into the whole enterprise to make it play a special role. Through encouragement, employees can understand and accept the enterprise goals, identify with and pursue the enterprise goals, and make the enterprise goals become employees' beliefs, thus transforming motivation and promoting employees to work hard for them; Through encouragement, we can attract talents and improve the cohesion of enterprises; Through encouragement, we can coordinate the inconsistency between employees' goals and enterprises' goals and realize a strong sense of honor and disgrace with enterprises.
First, the incentive of personnel incentives in enterprise management
As a strategic resource of modern enterprises, human resources have become the most critical factor in the development of enterprises. Among many contents of human resource management, motivation is one of the important ones.
(A), incentives can mobilize the enthusiasm of employees, improve enterprise performance. What do enterprises care most about? It is performance! Enterprises can only survive if they have good performance. If an enterprise wants to have a higher performance level, it requires employees to have a higher personal performance level. Peter Drucker, a famous management scientist, mentioned in "Management Challenges in 2 1 Century": "In the next 50 years, the countries that can improve the productivity of knowledge workers most systematically and successfully will occupy the leading position in the world economy." In other words, the most valuable asset of enterprises in 2 1 century is knowledge workers. However, in enterprises, we can often see that some employees with outstanding talents have lower performance than others with obviously inferior talents. It can be seen that a good performance level depends not only on employees' personal abilities.
(2) Motivation can tap people's potential and improve the quality of human resources. It plays an extremely important role in the process of production and operation to tap the potential of employees. William james, a professor at Harvard University in the United States, found that without incentives, human potential can only be brought into play by 20%-30%, and if fully motivated, human ability can be brought into play by 80%-90%. Therefore, motivation is an important way to tap the potential.
Second, pay attention to the skills of salary payment.
Different people should use different incentives. The famous Maslow's five-level demand theory shows that people's needs are hierarchical, and only when the low-level needs are met can the high-level needs be considered. As a guarantee to meet low-level needs, wages are still the last word for most people. Companies with low wages, no matter how good the corporate culture is, are hard to retain people.
(a), the choice of reward payment. Payment methods usually include on-time payment, piece-rate payment and performance payment. The most lack of incentive is timely payment, which is only reflected in a period of time before and after the annual salary increase, and it is difficult to last. But it also has obvious advantages: stable income, giving employees a sense of security, which is conducive to retaining and recruiting; Convenient implementation; Labor costs are easy to predict; We won't neglect quality by emphasizing output. Piece-by-piece salary has an obvious incentive effect on employees, but it is only suitable for posts with easy-to-measure output and clear quality standards, which is difficult for knowledge-based white-collar workers. It needs to set specific work objectives (indicators) in advance, and at the end of the assessment period or after the completion of the project, calculate the floating salary or extract the commission according to the actual work performance evaluation results. Performance pay is determined by team performance and individual performance. For senior positions, corporate profits are often linked to salary as an important performance indicator. Because salary is linked to quantifiable performance, it is more incentive and fair. This method needs to be supported by a reasonable goal setting method and a good performance evaluation system.
(2) Pay attention to the reward for the team. Although the incentive effect of rewarding teams is weaker than rewarding individuals, it is necessary to establish a team incentive plan in order to promote the cooperation among team members and prevent the unbalanced mentality of subordinates due to the excessive wage gap between superiors and subordinates. In some successful enterprises, the funds used to reward teams often account for a large proportion of employees' income. The assessment criteria and reward criteria for excellent teams should be clear in advance and guaranteed to be understood by team members. Specific reward distribution forms can be summarized into three categories. One is based on cost-saving rewards, such as scanlon plan, which multiplies the cost saved by employees by a certain proportion and rewards them to their teams. The other is a reward based on profit sharing, which can also be regarded as a way of paying dividends. The third category is to set a part of the total salary as a reward fund, and set assessment and selection criteria to reward according to the completion of team goals and the advocacy direction of corporate culture.
Third, design welfare projects that meet the needs of employees.
A perfect welfare system is very important for attracting and retaining employees, and it is also an important symbol of the soundness of the company's human resources system. Well-designed welfare programs can not only bring convenience to employees, relieve worries and increase loyalty to the company, but also save personal income tax expenses and improve the company's social prestige.
According to government regulations, employees' personal welfare items can be divided into two categories. One is compulsory welfare, which enterprises must implement according to the standards set by the government, such as endowment insurance, unemployment insurance, medical insurance, work injury insurance, housing accumulation fund, etc. The other is the welfare items designed by the enterprise itself, such as personal accident insurance, medical insurance, family property insurance, travel, clothing, meal supplement or free working meal, health check-up, club membership fee, housing or house purchase support plan, bus supply or reimbursement of certain transportation expenses, special allowance, paid holidays, etc. Employees sometimes turn these benefits into income to compare whether the enterprise is materially attractive.
For enterprises, welfare is a huge expense (it can account for more than 30% of the total wages in foreign companies), but for employees, its incentive effect is not great, and some employees are even ungrateful. The best way is to adopt menu welfare, that is, according to the characteristics and specific needs of employees, list some welfare items and stipulate a certain total welfare value, so that employees can choose freely and get what they want. This method is different from the traditional unified welfare plan, which is flexible and very popular with employees.
To sum up, although salary is not the only means to motivate employees, there are other material incentives and spiritual incentives besides salary incentives, but salary incentives are very important and easy to use for managers. Enterprise managers must realize the importance of salary to motivate employees. Salary management is not concerned with money directly, but with how to use salary correctly as an incentive. Even if the total salary is the same, different payment methods will achieve different incentive effects. Therefore, how to maximize salary efficiency is a management method worth exploring.
Author: tianjin polytechnic university Institute of Business Administration.
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