How to establish and improve the incentive mechanism for professional and technical talents

Efforts need to be made to explore and establish new systems and mechanisms for human resources development and management to coordinate and promote corporate human resources management, promote the construction of talent incentive mechanisms, and achieve comprehensive and coordinated development of human resources work. Four functions of creating a scientific incentive mechanism for enterprises: Attracting outstanding talents to the enterprise Under the market economy system, market competition is actually a competition for talents. Many companies in developed countries around the world, especially those with strong competitiveness and strength, use various preferential policies, generous benefits, and quick promotion paths to attract the talents they need. The ultimate goal of motivation is to achieve the expected goals of the company while also enabling employees to achieve their personal goals, that is, to achieve the objective unification of corporate goals and employees' personal goals. Retain good talent. It is necessary to rationally allocate talents, establish corresponding incentive mechanisms and evaluation systems according to the professional orientation and value orientation of talents, and create good conditions for the optimization and development of human resources. The allocation system and incentive mechanism are closely linked to work performance, encourage talent innovation, and stimulate the continuous creative potential of talents. Improve the incentive mechanism and employment mechanism for talents as soon as possible, promptly implement the policy of participating in the distribution of production factors such as knowledge, technology, and management, and strive to create a good environment for making good use of talents and attracting talents. Create a healthy competitive environment. The scientific incentive mechanism contains a competitive spirit, and its operation can create a benign competitive environment and then form a benign competition mechanism. In a competitive environment, corporate employees are subject to environmental pressure, and this pressure will transform into motivation for employees to work hard. A common propaganda slogan in state-owned enterprises is that if you don't work hard today, you will work hard to find a job tomorrow, which is a side portrait of this competitive spirit. Guided by the development strategy, we will construct the “Four Systems” 1 Ye Yushun 3/21/2012 11:23:01 AM Efforts to construct a talent evaluation index system that focuses on performance and consists of factors such as moral character, knowledge, and ability. Business performance assessment and evaluation system, management and control system that adapts to the company's development strategy, and scientific and reasonable income distribution system. Reform talent evaluation methods, improve talent evaluation methods, apply modern evaluation technology, improve talent evaluation levels, and establish an organizational system and operating mechanism with a flat organization, streamlined organization, capable personnel, coordinated operations, and efficient management. Adhere to the combination of short-term incentives and medium- and long-term incentives. principles, constantly improve the income structure, promote income distribution to tilt towards outstanding talents in management, technology, skills, etc., effectively retain and attract talents, adhere to the principle of giving priority to efficiency and taking into account fairness, constantly improve the income structure, and promote Income distribution should be tilted towards outstanding talents in management, technology, skills, etc., effectively retain and attract talents, improve the total salary determination mechanism of enterprises, establish an enterprise performance-linked system, and use scientific incentive mechanisms to establish and improve the distribution model of state-owned enterprises. To adapt to the needs of the operation of the market economic system. Adopt incentive measures to improve the reform of the enterprise salary system, directly link the salary of enterprise operators with their responsibilities, and actively explore the establishment of an annual salary system for enterprise operators. This incentive mechanism can prompt operators to explore effective motivational factors and methods to motivate employees for their own benefit. In order to realize their own interests, employees will inevitably supervise and restrict the behavior of operators, thus forming a relationship in which operators and employees encourage and restrict each other. The implementation of the "operator annual salary system" is an effective allocation method for the operator incentive mechanism. Let wages reflect the scarcity of talent. The enterprise income distribution system is an important part of the enterprise's operating mechanism and an important part of the enterprise's incentive mechanism. It is a powerful lever to mobilize the enthusiasm of employees, enhance corporate cohesion, and promote corporate development. But now the wage gap within state-owned enterprises is seriously deviating from the labor market price. Low-level laborers are paid more than their value, while high-level intellectual workers are paid only one of their value. This huge reversal of positive and negative is completely out of touch with the market. Under the conditions of market economy, efficiency is the prerequisite for distribution, and the labor value of employees must be realized through the market.

If the current brain-body inversion in enterprise wage distribution is not solved, enterprises will be unable to recruit or retain the talents they need. Therefore, state-owned enterprises must reform the existing employee income distribution system, using the price of market labor as a reference point, so that the enterprise's income distribution system fully reflects the difference in value, wages reflect the difference in labor, and widens the gap in wage distribution. , truly forming an incentive mechanism. At present, 2 Ye Yushun 3/21/2012 11:23:01 AM According to the actual situation of state-owned enterprises, we can think about the following aspects. First, reform the current job skill wage system and highlight the role of job factors in wage distribution. We will intensify publicity on changing ideological concepts and implement a distribution system that determines salary based on position and salary based on contribution, so that employees can understand and accept it. The second is to correctly handle the ratio of "dead wages" and "living wages". The so-called "dead wages" refer to the relatively fixed part of wages required by the enterprise based on the standard labor or quota provided by the employees. "Living wages" refer to the floating wages that the enterprise pays flexibly based on the employees' excess labor or the company's performance. According to the analysis of the theoretical circles, living wage accounting is the death line for enterprises. If an enterprise cannot even meet the living part of wages, it will be a dead end. For enterprises, there is no absolute standard for the ratio of "dead wages" to "living wages". It can only be based on the company's production and operation characteristics, corporate culture characteristics, management style and level, motivation intentions and goals, and employee ability. It depends on the degree of acceptance and other factors. The third is to do a good job in designing the compensation system for scientific and technological personnel. Since scientific and technological personnel have a higher level of education and have paid greater costs in the process of forming knowledge and abilities, the design of the salary system should not only allow scientific and technological personnel to have higher wages and bonuses overall than ordinary staff. Recruitment fully embodies the principle of respecting knowledge and respecting talents. Actively adopt training incentive measures. In the era of knowledge economy, scientific and technological knowledge is changing with each passing day. The cycle of knowledge update and technology update is getting shorter and shorter, and technology plays an increasingly important role in competition. Technological innovation has become a key part for enterprises to win competition, and the key to technological innovation lies in the first-class technical talent training mechanism. Through training, employees can update their knowledge, skills, and concepts, and provide conditions for employees to satisfy their personal needs and realize their self-worth. This is a beneficial measure to retain and motivate employees. Enterprises must systematically plan employee training, organically integrate it with employees' performance and personal development, and adopt multi-level and multi-form training methods. If an enterprise wants to develop, it must be based on reality. It must scientifically manage human resources, take training as the basis, performance evaluation as a means, create a complete incentive mechanism as a guarantee, and create a group of leading cadres, management personnel and employees who can adapt to the development of the enterprise. Team.