1 thought on “How to establish an incentive mechanism of an enterprise”
Loren
Introduction: A strategic resource of human resources as an enterprise has become the most critical factor in the development of enterprises. However, among the many management content of human resources, employees' incentives have always attracted much attention. The quality of the incentive method is directly related to the prospect of human resources development. In how to establish an incentive mechanism 1. The principle of establishing an incentive mechanism M: Before analyzing the various strategies of incentive employees, we may wish to analyze the "hypothesis of people" first. "Economy" assumes that it comes from Adam Smith's thought. Adam Smith believes that human behavior motivation is rooted in economic incentives, and people must strive for the greatest economic benefits. The work is to obtain economic remuneration and believe that in the free economic system, the theme of economic activities is to reflect the nature of human beings. The individual, the economic man assumed is the human assumption in the X theory summary of McGregor. From 1924 to 1932, George Elton Myao conducted a nine -year trial research at the Holes of Western Electric Company -Hawthorne test. The results of the Holes test show that the most important factor affecting production efficiency is not treatment and working conditions, but interpersonal relationships at work. On the basis of the Hawthorne test, Mayo denied the hypothesis of the "economic man" of scientific management theory for workers and put forward the assumption of "social people". Meio pointed out that people's behavior is not simply the motivation to pursue money, but also pursue the friendship, security, belonging, and respect of people, and the latter is more important. Therefore, Meo believes that the key to management is to improve the satisfaction of workers. Workers' satisfaction is the first factor that determines labor productivity, and production conditions and salary are only second. High satisfaction comes from the effective satisfaction of the personal needs of workers, including not only material needs, but also mental needs. The higher the satisfaction of employees, the higher the morale, and the higher the production efficiency. Meo discovered the Holes effect, created the theory of interpersonal relationships, and established the assumption of "social people". There is a huge progress based on the "economic man" assumption. "Self -Implementation" is the assumption proposed by psychologist Maslow. The so -called self -implementation person means that people need to play their own potential and express their talents, so that talents will feel satisfied. This view is that managers are an interviewer. The task of managing is to find what job is the most challenging and most challenging need to meet human self -reality. This view is based on considering people's diligence, talent, and potential. . Establishing a reasonable and effective incentive system Based on the above "hypothesis of understanding people", it is not difficult to see the importance of formulating a reasonable and effective incentive strategy. Different incentive strategies meet the different levels of employees. Demands to maximize their ability. 1. The salary system incentive S salary can be divided into fixed salary and floating salary. Among them, fixed salary can include base salary, allowance, benefits, etc. according to different situations. Floating salary includes bonuses, commissions, etc. Different names not only represent the components of the amount of total salary, but also more importantly for employees. For example: some reflect fairness and guarantee, some are used to attract and maintain important talents, and some have achieved long -term incentives and constraints. 2. Respect and trust incentive On from the perspective of management, the management of enterprises is based on the management of enterprises. The ultimate purpose of management is to bring benefits to the enterprise. Employees' individuals pay. When the interests of employees appear in an individual, managers often reject the overall interests of all employees. Usually, "If you do n’t do it, you will leave," It will not be beneficial to our business, "this will make employees feel that the slogan of" attaching importance to employee value and status "is empty. Obimated that if the manager does not pay attention to employees' feelings and disrespects employees, he will do not respect employees, and he will not respect employees. Greatly cracking down on employees' enthusiasm, so that their jobs are only to get compensation, and the incentive effect has been greatly weakened. At this time, laziness and irresponsibility happened. Respect is the catalyst of accelerated staff's self -confidence, between superiors and lower levels. Mutual respect is a powerful spiritual force. He helps the harmony between corporate employees and the formation of the spirit and cohesion of the enterprise team. . Target incentives A psychological gravity. The so -called goal incentive is to determine the appropriate goal, induce people's motivation and behavior, and achieve the motivation of mobilizing people. As a positive cause, it may achieve a positive and upward incentive effect. Therefore In order to continue to establish high goals in order to inspire the motivation in their hearts. In addition to the goal of money, everyone is actually a achievement goal. Management is to make everyone deep or hidden or hidden or hidden in the heart of everyone's heart. The current goals are excavated and assisted them to develop detailed implementation steps to guide and help them achieve their goals in subsequent work. When everyone’s goals are strong and urgent to implement Pay attention to, produce a strong sense of responsibility, and usually do a good job of work without other people's supervision. This goal incentive will produce strong results. . Training and development opportunities are motivated The development of the market economy follows. The involvement of information, digitalization, and networking is no longer the theory of profit. It is more focused on the strengthening of the overall quality of the enterprise, so that the enterprise can have a better foothold in the long -term development. The purpose of management means to strengthen the adjustment of employee's knowledge structure, so that rich practical experience combines the most advanced theoretical knowledge and management knowledge, cultivate their working ability, improve work efficiency, and allow employees to achieve their own posts in their posts. Value. This requires leading cadres to continuously enrich and accumulate knowledge in practice. On the other hand, we must continue to strengthen learning, establish the idea of "lifelong education", and change the learning of "one place" for a while. The study of "anytime and anywhere"; the general employees of the unit can adopt self -study and strengthen vocational training; incentive measures such as discharge learning, visiting inspections, and enrollment of colleges and universities can also be carried out. Talents should also master the necessary foreign languages and computer knowledge, and can use the Internet to obtain various types of information. 5. Work incentive The work itself must be challenging and motivated. In this way, we can better give play to the enthusiasm of employees to invest in work. Therefore, managers should consider how to make the work itself more challenging, allow employees to have a more positive enthusiasm in the work and make employees realize their own value. Managers should carry out "work design" to enrich and expand the content of the work, bringing more benefits to the overall interests of the enterprise. You can also choose through the two -way choice of employees and positions, so that employees have a certain option for their work. 6. Participate in motivation The research and practice of human resources management of modern enterprises proves that employees have the desire and enthusiasm of participating in management. Mobilize their work enthusiasm. There is no doubt that few people are involved in discussing their own behaviors without being motivated. Therefore, allowing employees to participate properly can inspire employees and gain valuable knowledge for the success of the company. Through participation, the sense of belonging and identification of employees can further meet the needs of self -esteem and self -realization. 7. Team spiritual motivation The team spirit to strengthen employees' team spirit is very effective, that is, the theme of the "team" irregularly allows employees to communicate some ideas, such as submitting a design team's perception. Every insight submitted by the employees is hung in a conspicuous position in the office, so as to create a team -oriented atmosphere. In addition, you can also take a group photo of all employees to enlarge the photo and hang it in a very conspicuous position. This will make employees proud, and most people like to be regarded as part of the team. In addition, at work, try to set the team driving force -oriented target. People who fight for a common goal will definitely increase the team spirit, because they must rely on others and prepare for others to rely on. In scientific management, human resource management is a management art. It is the most scientific means to flexibly mobilize the emotions of internal personnel in the enterprise to the environment of work. The benefits of the enterprise are created by each employee's efforts, which will more affect the personal work future of employees and the depth of encouragement to employees. Therefore, in the development of enterprises, we must change management ideas, adopt a variety of incentive mechanisms, and combine the means and goals of the incentive mechanism to establish an incentive system suitable for enterprise development characteristics, employee needs and market development goals to allow enterprises Good benefits.
Introduction: A strategic resource of human resources as an enterprise has become the most critical factor in the development of enterprises. However, among the many management content of human resources, employees' incentives have always attracted much attention. The quality of the incentive method is directly related to the prospect of human resources development.
In how to establish an incentive mechanism 1. The principle of establishing an incentive mechanism
M: Before analyzing the various strategies of incentive employees, we may wish to analyze the "hypothesis of people" first.
"Economy" assumes that it comes from Adam Smith's thought. Adam Smith believes that human behavior motivation is rooted in economic incentives, and people must strive for the greatest economic benefits. The work is to obtain economic remuneration and believe that in the free economic system, the theme of economic activities is to reflect the nature of human beings. The individual, the economic man assumed is the human assumption in the X theory summary of McGregor.
From 1924 to 1932, George Elton Myao conducted a nine -year trial research at the Holes of Western Electric Company -Hawthorne test. The results of the Holes test show that the most important factor affecting production efficiency is not treatment and working conditions, but interpersonal relationships at work.
On the basis of the Hawthorne test, Mayo denied the hypothesis of the "economic man" of scientific management theory for workers and put forward the assumption of "social people". Meio pointed out that people's behavior is not simply the motivation to pursue money, but also pursue the friendship, security, belonging, and respect of people, and the latter is more important. Therefore, Meo believes that the key to management is to improve the satisfaction of workers. Workers' satisfaction is the first factor that determines labor productivity, and production conditions and salary are only second. High satisfaction comes from the effective satisfaction of the personal needs of workers, including not only material needs, but also mental needs. The higher the satisfaction of employees, the higher the morale, and the higher the production efficiency. Meo discovered the Holes effect, created the theory of interpersonal relationships, and established the assumption of "social people". There is a huge progress based on the "economic man" assumption.
"Self -Implementation" is the assumption proposed by psychologist Maslow. The so -called self -implementation person means that people need to play their own potential and express their talents, so that talents will feel satisfied. This view is that managers are an interviewer. The task of managing is to find what job is the most challenging and most challenging need to meet human self -reality. This view is based on considering people's diligence, talent, and potential.
. Establishing a reasonable and effective incentive system
Based on the above "hypothesis of understanding people", it is not difficult to see the importance of formulating a reasonable and effective incentive strategy. Different incentive strategies meet the different levels of employees. Demands to maximize their ability.
1. The salary system incentive
S salary can be divided into fixed salary and floating salary. Among them, fixed salary can include base salary, allowance, benefits, etc. according to different situations. Floating salary includes bonuses, commissions, etc. Different names not only represent the components of the amount of total salary, but also more importantly for employees. For example: some reflect fairness and guarantee, some are used to attract and maintain important talents, and some have achieved long -term incentives and constraints.
2. Respect and trust incentive
On from the perspective of management, the management of enterprises is based on the management of enterprises. The ultimate purpose of management is to bring benefits to the enterprise. Employees' individuals pay. When the interests of employees appear in an individual, managers often reject the overall interests of all employees. Usually, "If you do n’t do it, you will leave," It will not be beneficial to our business, "this will make employees feel that the slogan of" attaching importance to employee value and status "is empty.
Obimated that if the manager does not pay attention to employees' feelings and disrespects employees, he will do not respect employees, and he will not respect employees. Greatly cracking down on employees' enthusiasm, so that their jobs are only to get compensation, and the incentive effect has been greatly weakened. At this time, laziness and irresponsibility happened. Respect is the catalyst of accelerated staff's self -confidence, between superiors and lower levels. Mutual respect is a powerful spiritual force. He helps the harmony between corporate employees and the formation of the spirit and cohesion of the enterprise team.
. Target incentives A psychological gravity. The so -called goal incentive is to determine the appropriate goal, induce people's motivation and behavior, and achieve the motivation of mobilizing people. As a positive cause, it may achieve a positive and upward incentive effect. Therefore In order to continue to establish high goals in order to inspire the motivation in their hearts. In addition to the goal of money, everyone is actually a achievement goal. Management is to make everyone deep or hidden or hidden or hidden in the heart of everyone's heart. The current goals are excavated and assisted them to develop detailed implementation steps to guide and help them achieve their goals in subsequent work. When everyone’s goals are strong and urgent to implement Pay attention to, produce a strong sense of responsibility, and usually do a good job of work without other people's supervision. This goal incentive will produce strong results.
. Training and development opportunities are motivated
The development of the market economy follows. The involvement of information, digitalization, and networking is no longer the theory of profit. It is more focused on the strengthening of the overall quality of the enterprise, so that the enterprise can have a better foothold in the long -term development. The purpose of management means to strengthen the adjustment of employee's knowledge structure, so that rich practical experience combines the most advanced theoretical knowledge and management knowledge, cultivate their working ability, improve work efficiency, and allow employees to achieve their own posts in their posts. Value.
This requires leading cadres to continuously enrich and accumulate knowledge in practice. On the other hand, we must continue to strengthen learning, establish the idea of "lifelong education", and change the learning of "one place" for a while. The study of "anytime and anywhere"; the general employees of the unit can adopt self -study and strengthen vocational training; incentive measures such as discharge learning, visiting inspections, and enrollment of colleges and universities can also be carried out. Talents should also master the necessary foreign languages and computer knowledge, and can use the Internet to obtain various types of information.
5. Work incentive
The work itself must be challenging and motivated. In this way, we can better give play to the enthusiasm of employees to invest in work. Therefore, managers should consider how to make the work itself more challenging, allow employees to have a more positive enthusiasm in the work and make employees realize their own value. Managers should carry out "work design" to enrich and expand the content of the work, bringing more benefits to the overall interests of the enterprise. You can also choose through the two -way choice of employees and positions, so that employees have a certain option for their work.
6. Participate in motivation
The research and practice of human resources management of modern enterprises proves that employees have the desire and enthusiasm of participating in management. Mobilize their work enthusiasm. There is no doubt that few people are involved in discussing their own behaviors without being motivated. Therefore, allowing employees to participate properly can inspire employees and gain valuable knowledge for the success of the company. Through participation, the sense of belonging and identification of employees can further meet the needs of self -esteem and self -realization.
7. Team spiritual motivation
The team spirit to strengthen employees' team spirit is very effective, that is, the theme of the "team" irregularly allows employees to communicate some ideas, such as submitting a design team's perception. Every insight submitted by the employees is hung in a conspicuous position in the office, so as to create a team -oriented atmosphere.
In addition, you can also take a group photo of all employees to enlarge the photo and hang it in a very conspicuous position. This will make employees proud, and most people like to be regarded as part of the team. In addition, at work, try to set the team driving force -oriented target. People who fight for a common goal will definitely increase the team spirit, because they must rely on others and prepare for others to rely on.
In scientific management, human resource management is a management art. It is the most scientific means to flexibly mobilize the emotions of internal personnel in the enterprise to the environment of work. The benefits of the enterprise are created by each employee's efforts, which will more affect the personal work future of employees and the depth of encouragement to employees.
Therefore, in the development of enterprises, we must change management ideas, adopt a variety of incentive mechanisms, and combine the means and goals of the incentive mechanism to establish an incentive system suitable for enterprise development characteristics, employee needs and market development goals to allow enterprises Good benefits.