On the Enterprise Management Incentive

Abstract] In recent years, human resources, as in the past no longer be treated as a cost, and an important resource as more and more attention. Inspired the development and management of human resources as a key has been more and more enterprises use. paper on the incentives of the general are described in detail, the business incentives commonly used methods and some issues incentive exists.

[Keywords:] incentives, pay.

1 Why should the introduction of enterprise management incentives.

What companies are most concerned about? Is performance! Enterprises have a good performance to survive. Enterprises have a high level of performance requires that employees have a higher level of personal performance. In business, we often see some of the performance of employees can be excellent but can be significantly lower than some than themselves. see a good level of performance depends not only on the personal staff capacity.

2 Incentive is based on employee needs.

Why do people can be inspired? What constitutes an effective incentive motivation? To be cognizant of these issues is necessary to understand what is "necessary."

Refers to the individual needs of the important things for any lack of or deprivation resulting tensions. Maslow's hierarchy of needs is to inspire the most basic and important theory. It is the needs of the staff is divided into five from low to high layers, as follows: physiological needs, safety needs, social needs, esteem needs, self-actualization needs. at all levels need to be interchangeable. Among the many there is a need to play a decisive role is the need to act, known as Advantage in . employee motivation is the need to meet in order to achieve superiority. only to meet the needs of the staff have a high enthusiasm.

3 scientific evaluation system is to stimulate the effectiveness of protection.

Must also be an effective incentive to scientific evaluation system for the guarantee. Evaluation system referred to here include the performance evaluation system and evaluate the effectiveness of incentives.

Objective and fair performance evaluation is certainly hard work of staff, is a staff rewards and punishments. To employee performance based on incentives for staff to play a motivating goal. The fundamental purpose is to motivate the staff create a high level of performance. not a scientific assessment of the performance evaluation system will not be able incentive is valid.

4 Incentive choice.

Only applied to any meaningful practice. Incentive as well. Now, most companies have introduced incentives, some companies also have their own set of unique ways to motivate. Are commonly used incentives are as follows.

4.1 for the staff to provide satisfactory jobs.

Should pay attention to staff training, training is only a means to use is the goal.

4.2 The development of incentive pay and benefits system.

The main purpose of employee access to one, is to get some material reward. In business, the level of compensation of employees to represent the value of even size. Therefore, a reasonable incentive pay system is a great effect. (An incentive of remuneration policies. two-factor that the pay is just a hygiene factor, not in an employee incentive. The traditional pay system design is also a lack of incentives. In fact, as long as the pay system for the design, also can play incentive role. (2 set of benefits with incentive properties. welfare is a supplementary form of employee compensation. "just right" welfare also has the incentive effect.

4.3 Equity Incentive.

(1 Stock Options (2 shares, the management of human humane means of management, is based on humane care to the staff needs as the starting point, and respect the staff. Humanization management is management's need to motivate staff important tool. enterprises to implement human management, from the following aspects. (1 right granted to employees the right to modern human resource practice has proved that modern people have a desire to participate in the management of requirements. Any employee not only an implementation who are involved in decision-making. to meet the staff of this need, not only can motivate staff, but also conducive to long-term business. license must pay attention to the process, authorization must be appropriate. is only authorized to have appropriate incentives. (2 target incentive incentive incentive target has been able to play a role, because the goal is the direction of organizations and individuals struggle to complete the goal is a reflection of the results of employee, the staff reflected a sense of accomplishment. target the key objectives of incentive settings, only the appropriate targets have incentive effects. �� and organizational goals to employees the same objectives. enterprises and employees in the pursuit of their interests in this process, there will always be conflicts between the two, and coordinate this the conflict so that the target company and employee incentive target to be achieved is consistent basis. �� objective must be appropriate and specific. goal appropriate means, the difficulty is not too big nor too small. the best goal should be to "jump jump, reach it ", and both have some challenges, but also has some enforceability. goal is specific, the target can not be ambiguous, the best there is a quantifiable goal, and that purpose is not only a more complete up also facilitate the assessment. in order to achieve these requirements, it requires managers to set goals, pay attention to the implementation of the communication with the target. understand their needs and capabilities, so as to develop appropriate goals. �� When the employee to achieve substantive results when timely feedback to employees and help them achieve their goals further. In addition to the completion of goals to reward employees, recognition of their work.

5 incentive errors.

5.1 management awareness behind.

Some companies, especially some of our SMEs, the talent does not seriously think that it is a kind of incentive. These companies need to reform their old ideas, the talents as a capital of view of human potential, attention to incentives, otherwise, is bound to be eliminated.

5.2 The phenomenon of enterprise incentive blindly.

Many enterprises have incentives to see other companies that he will "����«��ư." The reference is to be reasonable, but many companies just do that. Before the paper had been discussed, the effectiveness of incentives is needed. Only based on The needs of employees, incentives will have a positive significance. Therefore, to eliminate the phenomenon of blind incentive to be a survey of staff needs to be done for those needs to develop incentives for the enterprise.

No difference of 5.3 incentives.

Many companies implement incentive measures, there was no need for staff to analyze, "one size fits all" for all people to use the same incentives, the results just the opposite! It does not recognize incentive is based on need. The same incentive can not satisfy all needs. In addition, enterprises should focus on incentives for key employees. In the enterprise, enhance their motivation, you can play a multiplier effect. incentives for key employees to use more long-term incentive instruments, such as stock options, target incentives.

5.4 The incentive is the reward.

This is the common enterprise of a misunderstanding. In front of us recognize the need to be deprived of their employees, they also can inspire the tension, it has high enthusiasm. Business incentives tend to make a staff from a variety of behavior, some of which are not companies want. Therefore, the necessary measures and punitive measures bound very necessary.

References:

[1] Stephen P Robbins. Organizational Behavior. Renmin University of China Press, .1997 [2] Gary Dessler. Human Resources Management. Renmin University of China Press, .1997 [3] Fu Yonggang. How to motivate staff. Dalian University of Technology Publishing House .2000