Abstract: At present, the human resource management of enterprises in China has become the focus of people's attention. This paper puts forward five incentive innovation mechanisms for human resource management in enterprises: corporate culture incentive, positive and negative reinforcement incentive, salary and welfare incentive, emotional communication incentive and participation in training incentive. Each incentive mechanism is discussed in detail from the aspects of theory, practice, function or classification, and the corresponding cases are cited to fully demonstrate the importance of innovative incentive mechanisms. Finally, looking forward to the future, the continuous development of enterprises needs to innovate and challenge themselves.
Keywords: enterprise development; Human resource management; Incentive innovation mechanism
Motivation refers to all the conditions, hopes, wishes and motives that the heart wants to fight for, which constitute human motivation. It is an internal state of human activities. All human behaviors are caused by some kind of motivation. Motivation is a kind of mental state of people, which plays a role in encouraging, promoting and strengthening people's actions, so it is called motivation. The most fundamental purpose of implementing incentive mechanism in enterprises is to correctly induce employees' work motivation, so that they can realize their own needs while achieving organizational goals, increase their satisfaction, and continue to maintain and carry forward their enthusiasm and creativity.
Compared with the requirements of standardized enterprise human resource management, the human resource management of most enterprises in China is still in the primary stage. Most enterprises have not set up specialized human resources management institutions, even if there are related? Human resources department? It is also difficult to work full-time, and I have to hold many other management functions that have little to do with human resource management. Modern human resource management requires the human resource department to become the real planning, decision-making and system design department of an enterprise and an organization, and concentrate on creating a good working atmosphere and developing the potential of employees. With the continuous development of knowledge economy, enterprises in China are facing great opportunities and challenges. How to make the best use of people, make the best use of things, give full play to the potential of employees and establish an effective incentive mechanism for enterprises has been puzzling the development of enterprises. Bottleneck? , is also an important topic faced by the academic circles of human resource management in China. Therefore, the incentive innovation mechanism of enterprise human resource management is particularly important. This paper will discuss the incentive innovation mechanism from the following four aspects.
First, positive and negative reinforcement incentives
Strengthening motivation is based on strengthening theory. Reinforcement theory was first put forward by American psychologist Skinner. The theory holds that people's behavior is a function of the stimulus they get. According to the nature and purpose of reinforcement, reinforcement can be divided into positive reinforcement and negative reinforcement. The so-called positive reinforcement is to reward those behaviors that meet the organizational goals, so that these behaviors can be further strengthened, which is conducive to the realization of organizational goals. The so-called negative reinforcement is to punish those behaviors that do not meet the organizational goals, so as to weaken these behaviors until they disappear, thus ensuring that the realization of organizational goals is not disturbed. ?
Generally speaking, as far as positive and negative incentives are concerned, in general, positive incentives should be placed in a dominant position. However, in daily management, entrepreneurs attach great importance to positive incentives, but ignore the role of negative incentives. In fact, negative incentives can also play an extremely important role in enterprise management:
1. Is negative motivation a hidden way to control employee behavior? Stop the line? . As an enterprise employee, we seldom pay attention to it, but in fact it can play an important role in controlling the behavior of employees. In daily life, employees have consciously or unconsciously accepted the constraints of this negative incentive system, which has brought a continuous virtuous circle effect to the management behavior of enterprises.
2. Negative incentives can be role models for others. In an enterprise, employees may make such and such mistakes. When some employees are punished for making mistakes, the influence of this punishment will not only have an effect on the employee, but also have a deterrent effect on others, telling everyone that this kind of behavior is not feasible and forbidden.
3. The influence of negative incentives on employees' psychology is often greater than that of positive incentives, which is dual. Materially speaking, if you don't get what you can get under normal circumstances, you will be punished, your losses will double, and more importantly, you will be hit mentally and psychologically.
Second, salary and welfare incentives.
Enterprises should establish personal career planning according to their own conditions, and establish a complete salary and welfare management system according to their business strategy, development direction and human resources planning. The salary part generally includes basic salary, performance bonus, year-end bonus and other special rewards. In order to ensure the quality of life of employees, companies usually formulate a set of welfare systems, including statutory social welfare systems and welfare systems provided within the company. Some new salary and welfare incentives are increasingly recognized by many enterprises. For example:
1. paid vacation. Paid vacation is a reward for employees who work hard and get good grades, which is beneficial to both employees and the company. General vacation time can be arranged when the company is not busy, and the company will arrange activities in a unified way.
2. Birthday gifts. When employees celebrate their birthdays, the company will send birthday gifts, which will be moved and leave a deep impression on employees, so that employees can truly realize that they are the owners of the company and truly get the respect and care of the company.
3. Long-term work honor award. Employees who have worked in the company for a long time are generally loyal to the company and have contributed to its growth. The company will give honorary rewards to employees who have worked in the company for five years, ten years and twenty-five years, and stipulate corresponding welfare benefits.
4. Profit sharing. Profit sharing can make employees more motivated. You can share profits with the company according to the position and assessment results. It is fairer to share the company's profits according to the proportion of risks borne by employees and the company.
Third, the incentive mechanism of emotional communication
For talents, managers can't treat them as? Economic man? Only to meet their survival and material needs, but to run through emotional incentives such as respect, trust, praise and care in management, respect their personality, give them a fair evaluation, and meet their various needs of self-realization, thus creating a humanized and people-oriented environment and atmosphere in the enterprise. Emotional motivation is the best and cheapest way to motivate talents. Respect, trust, praise and concern are the main ways of emotional motivation.
1. Respect. Respect is the lofty evaluation and recognition of individuals or groups by enterprises, and it is an important means to meet people's self-esteem needs and motivate people to make progress. Only when employees feel respected and recognized will they try their best to contribute their intelligence to the enterprise. Kōnosuke Matsushita, the founder of Panasonic, always points to an employee and says:? This is one of my best bosses. ? Thus making the defendant proud.
2. trust. Talents have strong work independence, no fixed working procedures, greater randomness and subjective dominance, and trust is the best management for them. Kōnosuke Matsushita said? The secret of motivating subordinates to work hard is to trust them and let them work spontaneously. ?
3. like it. In enterprise management, praise is the quickest, most practical and most economical way to motivate employees. Managers can cultivate employees through praise and improve their self-confidence and work passion; It can ensure the quality of work and promote the smooth completion of the work.
4. care. In order to make talents serve the enterprise wholeheartedly, we must start from caring. Caring for talents is all-round. Managers should think about what talents think and what talents are in urgent need, and effectively solve their difficulties and details in life, work and study.
Fourth, participation and training incentives
Giving employees greater autonomy and participation in the enterprise, encouraging employees to implement self-management, participating in the discussion and decision-making of major issues in the enterprise, and supervising managers can meet the various needs of employees, stimulate their motivation to take positive actions, and achieve the purpose of improving employees' execution efficiency and enterprise benefits. Actively encouraging employees to participate in management can effectively improve employees' sense of ownership and enhance the cohesion and centripetal force of enterprises. Participation in incentives can be carried out in the following three forms:
1. Employee representatives are involved. The participation of employee representatives means that ordinary employees do not directly participate in enterprise management decisions, but a small number of employee representatives participate in decision-making. In the west, many countries require business representatives to participate. The purpose of their representative participation is to redistribute rights within the enterprise, so that the labor side is in a more equal position with the management and shareholders.
2. Employee stock ownership plan. Employee stock ownership plan is regarded as employee welfare plan in the west, and the shares obtained by employees are part of the welfare. Practice has also proved that the implementation of employee stock ownership plan can really motivate employees to work harder and more actively.
In the face of increasingly fierce market competition, participating in training and strengthening learning can not only improve the competitiveness of enterprises themselves, but also be an effective factor to invest in human resources and motivate employees. For employees, career development is a major event in life. If the enterprise can give help and guidance to help employees realize their ideals, then employees will do their best for the enterprise and repay the enterprise with loyalty and performance.
With the deepening and development of social economy and management science, more updated and more effective methods will be presented to managers. Zhang Ruimin of Haier Group once compared: The sustained and high-speed development of an enterprise is like a car driving on an expressway, which will turn over if it encounters a little fault. And if you don't want to roll over, the only choice is to keep innovating. Innovation is to constantly overcome ourselves, that is, to set goals, constantly break the existing balance, and then establish a new imbalance, and then establish a new balance on the basis of the new imbalance. ? People are the source of all innovation in enterprises. Therefore, enterprise human resource management should formulate an effective incentive mechanism, establish an enterprise environment in which employees actively innovate, and drive efficiency growth with innovation.
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