For the new situation, how to motivate employees Reflections

Abstract: To establish a sound business incentives will continue to enhance cohesion, centripetal force of the important part. Careful analysis of the actual impact of internal and external factors that create incentives, the use of systems and contingency perspective to the design and operation incentives, can greatly stimulate employees potential to fully mobilize the initiative to create more value for the company to better achieve business Development goals.

Keywords: Human Resource Management Incentives
business management of the most important is the management of people, to arouse people's enthusiasm for the subject of incentive management human resource Development and the basic approach and important means from the perspective of business management, business Development and competitiveness largely depends on the level of human resources situation, the establishment of an effective human resources, incentives, can greatly stimulate the potential of staff to fully mobilize the initiative to create more value for the company to better achieve the business Development target, so we should seriously explore the new era mobilize the enthusiasm of employees working new ideas, new forms, new practices, bold reform and innovation, the following five aspects I talk about my work in some of the practical experience and reflection.

First, strengthen employee incentive management is an important part of business management
Human resources as a strategic resource of modern business has become the most critical factor for enterprise Development. Employee motivation Human Resource Management as an important means of content and directly related to business performance and competitiveness.

1, employees are one of the most important resources to enhance employee incentive management is to strengthen the company's most important Resource Management of an enterprise's value, on the one hand is its own fixed assets and other tangible and intangible assets and technological achievements, the other in a good measure of talent is an important factor in the value of an enterprise, therefore, employee incentive management is the management of the most important and one of the most valuable part.

2, staff motivation and business performance has a close positive relationship business success, but the key to staff motivation, increasing emphasis on the concept of modern business concept of customer service, and the concept of corporate customers extending from external to internal customers employees, the employees identified as internal customers, staff motivation and shows the close relationship between corporate performance.

Second, insist on innovation, to further strengthen and improve ideological and political work
Attaches great importance to ideological and political work, is our party's fine tradition and political advantage in the process of developing the socialist market economy in close connection with the new historical conditions, give full play to the party's political advantage this has important practical significance and long-term significance In order to adapt to the new situation, ideological and political work must be on the basis of the tradition, focus on innovation in the ways and means. Should strive to:
1, to establish innovation goals. Ideological and political work must follow the principle of proceeding from reality, while the actual work should be closely linked business the only way to establish the ideological and political work of innovation-oriented objectives can play an important role to ensure that by grasping (implementing implementation of learning (theoretical and policy, to find (because the crux of Yee (countermeasures) and other forms, so that employees on the basis of the new team continue to be excited.

2, job content innovation in the process of carrying out ideological and political work, and insisted on close community, close to the business, close to the staff, focuses on strengthening the socialist core value system to achieve the learning, and to social morality and professional ethics for employees to implement posts standard of education to be implemented in a prominent position, so ideological and political work for the majority of employees to accept.

3, improve the innovative work on the one hand we want the staff to abandon the old style of simple indoctrination "You listen to me," "I say you dress," one-way channel feedback mode full use of various carriers, and more forms and channels to do two-way communication, democratic consultation, dialogue and conversation, to treat people equally, sincere and moving, revealing and performance of employees out of emotional behavior is not correct thinking, not simply to squeeze, pressure, training methods, and is done correctly and persuasion, about the situation, that the truth, respect for the inspiration and guide staff, care staff understand the concern, driven by unity and pool staff, scientific remedy, the other to do "sink" down, in-depth staff team, understanding and caring staff "hot spots", "difficult", "doubt", insist on thinking of the staff of the reality of different levels, targeted, focusing on the actual results, timely feedback, both to educate employees strive to love their own business, but also to actively maintain the legitimate interests of employees, so as to continuously stimulate the enthusiasm of the staff work.

Third, people-oriented, establishing a sound business incentives
The lifeblood of business, the fundamental is the enthusiasm and creativity of workers, adhere to carry out people-oriented, establish business incentives will continue to enhance cohesion, centripetal force of the important part.

Runs through "people-oriented" this red line, strengthen the service function, the human management, attention to their full development, especially in safeguarding the legitimate rights and interests of employees and insisted on: the introduction of factory management, supervision and protection of workers rights, respect for the masters status, and guaranteeing the right of employee involvement, concern vital interests, to protect the right of employees to grow. At the same time, employees continue to strengthen the ideological education of the situation and tasks, etc., so that employees enhance "the development of enterprises rely on me, I rely on their survival," the sense of hard work do a good job.

1, to regulate the flow mechanism to improve personnel selection and appointment. The development of enterprises depends on the role of talent, talent is the development of the power source. Promotion is the best incentive to employees, even with a good variety of incentives, but no Good personnel selection and appointment mechanism, to give a high salary and equity will not help. Therefore, enterprises should establish a good mechanism for personnel selection and appointment, selection and use of market mechanisms to enable enterprises to choose the real needs of people, rather than superiors appointed and the appointment of close relatives, the only way to increase business by market-oriented allocation of personnel, in macro-environment to achieve the optimal allocation of human resources in order to establish a wide range of incentives to create good external environment. Links to free download http://www.hi138.com 2, consider the individual needs of employees, the implementation of individual incentive. In accordance with the hierarchy of needs theory, different levels of people with different needs. In general, managers need to get is more appreciated by their superiors and promotion; employees may need to get more material benefits; intellectuals pay more attention to self-realization, spiritual pursuits, etc. Thus, companies in the development of incentive mechanisms to the enterprise must consider characteristics and needs of individual employees, so as to receive maximum incentive benefits. In addition, the demand for the same employee is not static, as time goes on, working and living environment of change, social change and fashion changes in household demand and change, so companies in the development of incentive mechanisms should be taken into account many factors, the demand for employees to do a detailed analysis to find factors that motivate them, the incentive to take a different approach, personalized incentives, so in order to maintain an effective incentive mechanism , businesses can maintain their vigor.

3, and use rewards and punishments, the introduction and elimination mechanism. Some operators blindly believe that only made enough money to mobilize the enthusiasm of the staff, but in practice, many units in the use of material incentives in the process, consuming a lot, but did not achieve the intended purpose, the staff's enthusiasm is not high, and have actually adversely affected the business development opportunities. Incentives to be effective, because people in the matter of their own vital interests, will pay special attention to the success of things, while avoiding disadvantages of the instincts will shift the pressure of a crisis as the driving force. Elimination system is to improve the organization of competitiveness, through scientific means of evaluation, a reasonable sort of staff, the staff of the rankings in the post, according to a certain percentage or the number of post transfer, demotion or dismissal. The aim is forced out through the bottom, to enhance employees a sense of crisis and urgency, to improve staff quality and efficiency, in order to achieve to promote further development of enterprises.

4, the implementation of dynamic management. The first post becomes fixed salary, variable salary with the post, the material interests of the individual contribution of close to its bedrock, the second is in the research, based on the position of employees for dynamic determination of the scientific division of grades, widening gap between reasonable, both to achieve lean, efficient purpose, but also enhance the sense of crisis in the post staff and responsibility the same time, we should actively promote the capable, the commonplace ideas, and vigorously promote and recognize those who work in the production the vanguard of the excellent results achieved, the lead sheep to promote advanced, driving backward, move forward together to promote development.

Fourth, upholding exemplary leadership to unite people affected behavior model
Currently some companies are not enthusiastic staff work, in addition to their ideology, business skills and other factors, some leading cadres and social bureaucracy and abuse of power, misconduct or corruption as a phenomenon, which do not have a great relationship. As the saying goes : "dry out way better than themselves hoarse," "one step better than a dozen programs of action", these are light and easy to understand the truth in the deepening of China's reform and opening up and socialist construction flourishing today, party members and cadres, especially leading cadres in the leadership of exemplary behavior and exemplary role is particularly important to strengthen honest government leading cadres, must adhere to: requiring employees to do, leading cadres should begin to act, setting an example, to firmly establish thought leadership is service, continue to strengthen in the minds of the masses, the concept of public servants, the concept of sacrifice, in order to effectively model the behavior of leading cadres and exemplary role to influence the unity of employees, the only way to the cadres and employees to create a good image in order to make people shun gas-heart level, resonate as one, creating a great cause.

Fifth, to stimulate grass-roots energy and realize the value of the combination of its own staff
First, the honor can be formed to make progress and encourage excellence in competition a good situation, extensive selection of the winning team and excellent employee activities. So that advanced persistent efforts, insufficient effort to catch up, and secondly, personnel training so that employees realize their value integration with business goals, through the establishment of management personnel, technicians and operators of three development channel for enterprises to train people to staff their expertise, and the third, emotional care and create a harmonious and warm atmosphere, through the establishment of helping fund, even Heart card and poor staff and patient injury files, often the object of concern to visit, help the organization so that employees fully appreciate the love.

In summary, the enterprises in the establishment of an effective incentive mechanism, we must understand the specific needs of employees in the effective integration of a variety of incentives, we must also carefully analyze the actual impact of internal and external factors that create incentives, the use of systems and contingency point of view to the design and operation incentives, ultimately the staff's personal goals with organizational goals and motivate highly consistent purpose.

References:
1, <<business incentives and performance evaluation design>>, Xie Kang, Zhongshan University Press, 2001 edition.

2, <<On the state-owned enterprise incentive compensation>>, Chen, Mao Ping, Central South University of Technology, 2001 7.

3, <<employee performance evaluation, "Wang Mei, enterprise reform and management, 2002, No. 5.

4, <<U.S. corporate Human Resource Management functions of the change>> Liu Xin, <<China Human Resources Development>>, 2001, No. 9. Links to free download http://www.hi138.com