On the Incentive Mechanism in Enterprise Management: Incentive is the most important and basic function in modern enterprise management. At present, in most enterprises in China, there are some problems that can not be ignored, which are mainly manifested in the lack of diversity in form, practicality in effect, pertinence in measures and accuracy in evaluation. In view of these problems, this paper puts forward targeted improvement ideas.
First, the concept of incentive mechanism.
Incentive mechanism is the way in which the incentive subject and the incentive object interact with each other through incentive factors in the organizational system, that is, it refers to the sum of the operation mode and development and evolution law of the internal relationship structure of enterprise incentive. In the process of management, enterprises must fully understand the diverse needs of employees, guide and mobilize employees' enthusiasm and creativity by formulating targeted demand satisfaction principles, rules and systems, and finally achieve the goal of increasing employee satisfaction.
Secondly, there are problems in the incentive mechanism of enterprises in China.
At present, China is still in the process of transforming the old and new economic systems, and enterprises are still influenced by the old management mode in their operation and management. Therefore, the establishment of an effective incentive mechanism has not been paid enough attention by enterprises, and some enterprises still follow the material incentive measures under the conditions of planned economy in the past. Even if the government or enterprises have introduced certain incentive measures, they are mainly aimed at leaders, resulting in a huge income gap between leaders and employees. At present, the incentive mechanism established by Chinese enterprises mainly has the following problems:
1. Employees' compensation has not really been improved.
What is the salary and reward system of state-owned enterprises in China? Grading system? However, this system has not really widened the salary gap of enterprise employees. Although the work of factory directors and managers is much more complicated than that of ordinary employees and the risks they take are much greater, their remuneration is not much different from that of ordinary employees, resulting in many managers of state-owned enterprises in China? Not enterprising? , beg? Hidden income? Even corruption; The creative ability of some professional technicians has not been affirmed, and there are often cases of muddling through; However, a group of aspiring highly educated talents entered the enterprise, either assimilated by the negative atmosphere or left in frustration.
Second, spiritual matter has not formed a unity.
China's incentive practice, especially in state-owned enterprises, is not perfect in cadre management system and employment legal system. In the planned economy period, enterprises often attach importance to spiritual encouragement, ignore material rewards, equate material benefits with capitalism, and prohibit normal bonuses and benefits as capitalist things. Since the reform and opening-up, China has started the economic system reform centered on economic construction. Enterprises gradually break the distribution of pot rice, reward diligence and punish laziness, reward Excellence and punish inferiority, and improve the enthusiasm of employees. In this case, in order to better mobilize enthusiasm, enterprise managers use more and more material incentives, while less and less spiritual incentives. Later, there was a situation in which awards were hosted instead.
3. Incentive measures vary from person to person.
Many industries in our country did not seriously and specifically analyze the needs of employees when implementing incentive measures, but? One size fits all? Simply using the same incentives for everyone will be counterproductive. Different people should make specific analysis and adopt different incentive methods. For those researchers and managers who create value for the enterprise, the enterprise should not only provide as rich material benefits as possible, but also pay attention to spiritual incentives to create a relaxed working environment and work incentives for these people.
Fourth, the reward evaluation didn't work.
Evaluation system is the basis of motivation, and only accurate evaluation can make motivation more targeted and effective. Incentive system co-exists with other systems of enterprises.
Motivation only corresponds to job design and is based on a set of evaluation criteria.
This standard should be continuously improved from the day the company was established, clearly defining the responsibilities, obligations, rewards and punishments of each post, especially carefully explaining the division and definition of responsibilities, and establishing an effective incentive system, including both incentive mechanism and restraint mechanism.
Three, the basic content of the enterprise to establish incentive mechanism.
Set clear work objectives.
Requirements for goal setting: ① Specific. Point out the performance standards required by the enterprise, and let employees know what to do and what level to achieve. ② The difficulty is moderate, too large or too small will affect the role of motivation. ③ Accepted by individuals. Only by consciously accepting the goal can we stimulate people's enthusiasm for work to the maximum extent. ④ In the process of achieving the goal, timely information feedback should be given. The goal setting process can be combined with goal management. Management by objectives makes the objectives operable through specially designed processes, and decomposes the objectives into various units and individuals of the enterprise step by step.
Second, establish a clear reward and punishment system.
To realize the reward and punishment system, we must abide by two important principles: the content of rewards and punishments for enterprises must be of high value to their employees, that is, employees think such rewards and punishments are of great significance to them; Employees' rewards and punishments are related to work performance, that is, rewards and punishments are linked to performance.
In the implementation of enterprise management, in order to improve the enthusiasm of employees, we should give priority to rewards, and punishment plays an auxiliary and guarantee role. The design of the reward system should consider four aspects:
① Determine the purpose and structure of the reward. (2) Determine the reward strategy. (three) to study and decide the remuneration of the benchmark post. (4) Determine the reward level.
Design feasible working methods.
Enterprises can design the content, function and relationship of work, give full play to the internal incentive function of work, mobilize the enthusiasm of employees, reduce costs and improve production efficiency. When designing the work structure, first, we should make the work challenging and interesting, diversify the work, and make the work itself motivate the employees and make them willing to accept it.
Second, we should give employees the right to choose the job they are most interested in and most suitable for, so that their sense of responsibility is getting stronger and stronger, their enthusiasm is getting higher and higher, and their expectations for work will also grow. Therefore, giving up a little management control over work can make employees gain great work efficiency and produce great internal incentive effect. Third, give employees a chance to show themselves. Wise managers should give every employee the opportunity to show their talents, so as to give full play to their talents, make employees realize themselves and gain a sense of accomplishment, and then make employees actively play their potential and improve their work enthusiasm.
Fourth, let employees actively participate in management.
Participating in management is conducive to mobilizing employees to actively think about the problems encountered and find solutions. In the process of participation, everyone can speak freely, brainstorm and generate creative ideas. The final decision effectively brings together everyone's wisdom and helps to ensure the correctness of the decision. Participation in management ensures that junior employees and leaders discuss major issues in the enterprise on an equal footing, which can make employees feel the attention and trust of managers, generate self-confidence and sense of accomplishment, and at the same time form a higher sense of identity with the enterprise and enhance the cohesion of the masses. Participating in management enables employees to make clear the process and content of decision-making, determine what they should do according to the development goals of the enterprise, clarify the direction of future work, and enhance their initiative. Moreover, employees will have a sense of responsibility for decision-making because they participate in management activities such as decision-making, so they will work harder to achieve decision-making goals.
Model essay on industrial and commercial enterprise management: Research on the training mode of industrial and commercial enterprise management professionals Abstract: At present, there are still some problems in the training mode of industrial and commercial enterprise management professionals, which affect the effective training of talents. Based on this, the idea of innovative talent training mode is put forward, which is of positive significance to improve the quality of talent training for industrial and commercial enterprise management specialty.
Keywords: industrial and commercial enterprises; Management professionals; Cultivation; reform
At present, there are still some problems in the training mode of business enterprise management professionals in higher vocational colleges, which affect the effective training of business enterprise management professionals. Under the new situation, we should actively innovate the talent training mode, solve the problems existing in talent training, and truly cultivate compound talents with creative spirit, entrepreneurial consciousness and innovative ability. To realize the effective training of business administration professionals in higher vocational colleges, we must actively study innovative strategies for talent training. Higher education in China is facing the challenge of marketization. The society requires higher management talents in higher vocational enterprises, and the society needs diversified management talents in industrial and commercial enterprises with innovative spirit and practical ability. Therefore, in the talent training of higher vocational colleges, we must face the market demand, innovate the talent training mode, actively improve the school-enterprise cooperation mechanism, highlight practical teaching, and cultivate innovative talents with practical ability according to the future career needs of students, so as to ensure the training quality of industrial and commercial enterprise management professionals. Specifically, the innovative ideas of the training mode for business enterprise management professionals are as follows.
First, improve the talent training system of school-enterprise cooperation.
In order to effectively train business administration professionals in higher vocational colleges, we must actively improve the training system of school-enterprise cooperation talents with the help of the training mode of school-enterprise cooperation talents. To improve the talent training system of school-enterprise cooperation, local governments should play a leading role and actively establish school-enterprise relations. For higher vocational colleges, it is mainly to be able to contact and cooperate with local small and medium-sized enterprises and participate in talent training management. It is necessary to establish a four-in-one cooperation system among the government, associations, enterprises and schools, and all parties should work together to establish a cooperative board system, participate in the innovation of the training mode of industrial and commercial enterprise management talents, formulate talent training programs, develop educational resources around the training objectives, and improve the training quality of industrial and commercial enterprise management professionals.
Second, improve the practice teaching system.
In order to cultivate high-quality industrial and commercial enterprise management professionals, we must highlight the practical teaching links, improve the practical teaching system, cultivate talents' practical skills and innovative ability through practical teaching, and cultivate students' ability to apply theoretical knowledge to practice. In personnel training, according to the requirements of social enterprises for industrial and commercial enterprise management professionals, we should determine the training objectives, promote the construction of practical teaching system and increase the content of practical teaching. We should be able to improve the content of practical teaching system around professional skills training, comprehensive application skills training and practice, realize the organic connection between practical teaching content and theoretical teaching, realize the mutual connection between practical teaching content, maintain the consistency of content and improve the quality of practical teaching. It is necessary to improve the practical teaching system, ensure the effective development of practical teaching and realize the effective training of talents.
Third, improve the curriculum structure and intensify the reform of teaching content.
Perfecting the course structure and strengthening the reform of teaching content are important measures to ensure the teaching effect of business enterprise management specialty. In the education of industrial and commercial enterprise management, there are some problems in the teaching content setting, and the teaching content is repetitive. Therefore, we must improve the curriculum structure, carefully study the contents between courses, ensure the cohesion of the contents between courses, and delete the repeated contents in time. In addition, as a teacher, we should adjust and carefully choose the teaching content according to the laws of students' physical and mental development and education and teaching. Teachers should actively listen to the opinions of professionals, innovate the teaching content, take the initiative to understand the situation from employers, understand the requirements of professional posts for knowledge structure and the proportion of knowledge content in all aspects, and innovate the teaching content according to the needs of industry and personnel training. In order to ensure the professionalism and practicality of teaching content, we should optimize the curriculum system and improve the teaching content to effectively improve students' core competence and professional level. In the integration of curriculum structure and the reform of teaching content, we can adopt the way of curriculum integration, implement modular teaching, effectively optimize the curriculum structure, improve the teaching quality and avoid the repetition of curriculum content. By optimizing the course structure and content, students' core competence can be improved, thus ensuring the quality of personnel training.
Fourth, implement the double certificate system.
For students, successful employment in the future also depends on the certificates obtained. Higher vocational colleges should actively promote the dual-certificate system in the training of business administration professionals, actively cooperate with professional appraisal institutions, develop the dual-certificate system, and improve students' learning enthusiasm through the dual-certificate system.
Five, strengthen the training of professional teachers
In order to ensure the quality of management personnel training in industrial and commercial enterprises, it is necessary to improve the professional quality and ability of professional teachers. Therefore, higher vocational colleges must attach importance to the cultivation of teachers majoring in enterprise management and actively carry out some teacher training activities to improve teachers' management skills and educational ability. It is necessary to actively improve the teaching ability and education level of professional teachers through training activities. In addition, schools should actively cooperate with enterprises so that enterprises can provide practical places for teachers and support the development of teachers' practical teaching ability.
Sixth, strengthen the cultivation of students' professional quality.
Modern society needs talents with good professional quality. Therefore, higher vocational colleges should attach importance to the cultivation of students' professional quality in the process of cultivating management talents in industrial and commercial enterprises. It is necessary to carry out a series of training activities such as business plan writing, pre-job speech, job interview, tender presentation, inter-team communication and service window business handling. Through systematic training, students' job hunting ability, communication ability, business handling ability and innovation and development ability are comprehensively cultivated. Through systematic professional quality training, high-quality industrial and commercial enterprise management professionals can be trained to meet the needs of enterprises. Through professional quality training, students can quickly enter the working state after graduation, and better meet the employment needs of enterprises.
refer to
[1] Jingan Chen, Chai Jianfeng. Innovative exploration of the training mode of high-skilled talents based on the development trend of high-skilled talents [J]. Adult Education, 20 1 1( 10).