From elementary school, junior high school, high school to university and even work, everyone must have been exposed to papers, which are articles that we study a certain problem in depth. Still at a loss for the paper? The following is a model essay on the analysis of the problems existing in the incentive of human resources in enterprises, which is for reference only and I hope it will help you.

The high working efficiency of enterprise employees is the basis of the efficient operation of the whole enterprise, so it is very important to study the incentive countermeasures of enterprise employees! On the basis of extensive data collection, this paper first expounds the relevant general situation and significance of incentive mechanism research. Secondly, the incentive status of Chinese enterprises is systematically and deeply analyzed, and the main problems are pointed out, that is, the concept of managers is out of touch with the actual needs of employees, the incentive means are single and rigid, the long-term incentive system is lacking, the salary evaluation system is imperfect, and the performance appraisal can not play an incentive role. Finally, through the analysis of these problems, find out the causes of the problems, and put forward corresponding countermeasures and suggestions to provide some reference for Chinese enterprises to improve their employee incentive strategies.

Keywords incentive; Wage; perform

introduce

With the rapid development of China's economy, the overall social level of our country has been significantly improved, and the overall social development level of our residents has reached a basic well-off level. As an important supporting force in the process of China's economic development, the stable development and efficient operation of enterprises directly affect the healthy and stable development of China's overall economic situation. Human resources are strategic resources of modern enterprises and play an important role in the sustained and stable development of China's economy. As an important means of human resource management, incentive mechanism has been adopted by many enterprises in society.

First, China enterprise incentive mechanism problems

(A) the management concept is out of touch with the actual needs of employees

The motivation of enterprise employees depends not only on giving and rewarding, but also on punishment. Why an enterprise needs to recruit a large number of talent reserves is because it has great demand. Many enterprises only pay attention to the needs of enterprises and ignore the personal goals of employees. They just do it unilaterally in order to achieve the business objectives of the enterprise. The demand between enterprises and employees is inconsistent, or the incentive mechanism is far from the demand of employees, which leads employees in enterprises to resent the implementation of incentive mechanism and bring this emotion to work, which has a great impact on the actual operation of enterprises.

(B) single and rigid incentives, lack of long-term incentive mechanism

As the core force of smooth operation in daily operation, enterprise employees are an important human capital and a very valuable resource. Some enterprise managers don't seem to realize this, or they are limited to their own quality and management level, without focusing on the overall situation and the future, without designing and constructing a scientific and reasonable mechanism, and the incentive mechanism for enterprise employees is not very good. Thinking makes the enterprise employee incentive mechanism finally established become a single short-term incentive measure.

(C) the lack of a scientific salary system

Because the managers of most enterprises have a one-sided understanding of the value recognition and substantive significance of the salary system, the salary system formulated in the performance appraisal of enterprise employees often lacks certain scientific rationality. Although the enterprise has obviously improved employees' salary expenditure, in fact, employees' wages and bonuses have also increased, but it has never been able to mobilize employees' enthusiasm for work, and the incentive effect of salary is far from being reflected. It can be seen that the scientific and reasonable salary system has a vital impact on the establishment of employee incentive mechanism in China enterprises.

(D) Performance appraisal does not have an incentive effect.

The basic function of performance appraisal is to control the performance of labor force, but at the same time it is also the permission and evaluation of employees' work performance. Therefore, the performance appraisal of enterprise employees also has an incentive effect. The performance appraisal of enterprise employees can directly promote the realization of the life value of enterprise employees and bring them a sense of accomplishment and pride. It is the recognition of employees' work. The performance appraisal of enterprise employees is also an important basis for rewarding and punishing enterprise employees, and it is also an important measure to fully mobilize the work efficiency of enterprise employees and improve the service level of employees in grass-roots enterprises. At present, the performance appraisal of employees in Chinese enterprises is not satisfactory, and the imperfect performance appraisal cannot achieve the expected incentive utility goal of enterprises.

Second, measures to improve the incentive mechanism of enterprises in China

(A) accurately grasp the actual incentives and appropriate incentives.

The correct use of incentive means can improve the enthusiasm and initiative of employees and achieve the pre-set goals in human resource management, but an effective incentive mechanism should also pay attention to accurately grasping the incentive opportunity and appropriate incentive intensity. From a certain point of view, the incentive mechanism, like a catalyst in chemical experiments, needs to decide the timing according to the specific situation. Only when the time is right can the incentive mechanism play its best role. Of course, we all know that in the actual human resource management, absolutely effective and appropriate incentive opportunities do not exist, and the choice is to make changes according to the actual situation and environment.

(B) the implementation of differentiated incentive strategy

The formulation of incentive mechanism, the ultimate goal is to improve the enthusiasm of employees. When establishing enterprise incentive system, enterprise management should fully consider the different needs of enterprise employees and treat them differently. It should face up to the knowledge, personal quality and personal ideology of every enterprise employee. For example, influenced by age and family, ordinary middle-aged grass-roots civil servants may prefer a stable and over-stable state, while ordinary young enterprise employees have a strong sense of autonomy and have higher requirements for working environment and working conditions.

(C) the establishment of a scientific and reasonable salary system

In order to attract and retain talents, enterprises must establish a reasonable salary management system, because the important content of enterprise human resource management is incentive, and the most important incentive means in the incentive mechanism is salary incentive. In the process of China's rapid development, different enterprises have different positions and characteristics, and a salary distribution system suitable for many types of enterprises has been formulated. Employees in enterprises can get the labor remuneration that is suitable for their own efforts, so as to meet the psychological needs of employees and realize their own value. This can not only improve their work enthusiasm, but also achieve the purpose of improving the economic benefits of enterprises.

(D) the establishment of various forms of enterprise incentive mechanism.

For newly recruited employees, the incentive measures of "high salary and welfare+emotional incentives" should be adopted. In addition to providing superior salary, we should also care about and respect new employees, motivate and retain new employees through emotional incentives, realize self-worth, stimulate their enthusiasm and enhance the competitiveness of enterprises; For employees in core enterprises, we should give differentiated incentives, give personalized incentives in terms of personality and values, and stimulate employees' work enthusiasm through internal promotion and participation in enterprise management. In addition, in addition to the implementation of targeted multi-form incentives, we can also establish a long-term mechanism through the combination of target incentives and task incentives, honor incentives, and economic incentives and emotional incentives, so as to solve the problem that enterprises' incentives for employees are too single, so as to improve employees' work enthusiasm and enhance the overall competitiveness of enterprises.

Third, summary.

According to the actual changes of social development, enterprises should constantly improve the incentive level of employees, build a reasonable incentive mechanism, cultivate and improve the overall quality of employees, attract, retain and motivate talents with a good incentive system, achieve the work effect of giving full play to talents, achieve a win-win situation for the interests of enterprises and employees, and improve the overall cohesion of enterprises in China, so as to realize the healthy development of enterprises in China.

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