Since some of their own characteristics , such as labor employees work temporary , liquidity, market and so on , they are not as contract employees have relatively stable labor relations , so companies when considering the development of human resources , on the one hand have concerns , worried their loyalty to the company , on the other hand is difficult to accurately locate the effective demand business services staff. Therefore, in its implementation of incentive policies and incentives to achieve effective results, there is a big difficulty . Incentives for service employees and enterprises are facing difficulties , the current incentive pay is basically only a way no other additional incentives. Rich enterprises to employ labor employees, labor costs or special often considered a job , because of its temporary reasons, to meet the labor needs of employees , often focus only on low levels of demand, with little regard for the satisfaction of their work, work and challenging , labor JT bank employees work in sales jobs and most of the operating room service positions , implemented in terms of sales , business volume assessment, they lack work initiative , a sense of belonging to the enterprise poor , only pay attention to the number of jobs while ignoring the quality of work , over time, will have a great negative impact on their overall performance . Therefore, incentive pay is the main means for enterprises to mobilize the enthusiasm of labor and employment .#p#分頁標題#e#

 

The use of incentive pay is their level of remuneration policies , structural policies , the difference between policy and growth policy effective incentive for employees . But not every business can employ workers in the labor remuneration of such incentives , but do pay the difference between a single classified according to different positions , reach strongly effect the pay system like this is difficult to improve labor and employment work for positive , long-term work in the passive state , labor and employment for the current work even business is prone to boredom , thereby increasing the likelihood of attrition , so these companies are using the services of employees to come up with a reasonable need for for more flexible labor and employment incentives as the guiding ideology incentive pay .
 

To make the salary incentive mechanism to function properly , you must create a multi-level compensation incentives . First . JT bank which should be based on its own financial sector , labor market supply and demand conditions and operation of enterprises to develop in line with the bank's salary increases JT incentive system to ensure reasonable remuneration of labor and employment growth . To understand the shift salary levels of other financial industry by improving the remuneration of employees, so as to achieve a higher level of remuneration in the financial sector , not only to keep employees long-term incentive effect , but also improve cross- line financial industry competitive. Second . Development of performance achievement award system . For those product sales, customer service, electronic engineering systems and maintenance work for the JT bank made ??outstanding contributions to the labor staff rewarded .

 

Salary differences are to achieve different internal competition and incentives by the difference between different positions or the same jobs pay between . In the implementation process, pay attention to the official salary differences between employees and labor and employment , as well as different levels of quality of labor and employment , and different job performance should also be reflected directly in the pay difference . If Unicom must further improve the salary structure . According to human labor and other management experience, can be divided into several parts service staff salary basic salary, commission business , salary, allowances, special incentives , and then staff characteristics for different services , some of these wage adjustments in the total remuneration ratio.
 

Salary growth is an enterprise based on their ability to supply and demand in the labor market and business conditions changing their own situation to develop a reasonable salary income growth curves and staff , which can improve the competitiveness of enterprises pay. But for the growth of different types of labor and employment categories should be used is not the same , for general labor and employment can be taken to limit the growth policy , especially for labor and employment hiring personnel can take steady growth policies .#p#分頁標題#e#

 

Most state-owned enterprises have their own set of excitation methods , but most of the terms of those policies are for formal employees, but also the need to stimulate the labor and employment , work incentives is essential. Labor working for companies with a member of the official workers as the need for good working atmosphere , contacts necessary working tools , information and complete the work between people . Many companies believe that the appointment of labor and employment just to complete the task, only interested in the work itself, but they also need to ignore the friendship and mutual respect among colleagues . If the environment impacts their psychological vice , they will just simply complete a certain amount of work , without regard to the quality of work and task coordination problems. How to create a fair and equitable corporate solidarity work atmosphere of cooperation to improve the efficiency of enterprises of all employees play an important role.
 

And regular employees , labor and employment should also have their own career planning , whether formal service staff employees and nobody will agree there is no future career . Labor and employment , while having strong liquidity, but in a given period , their work is relatively stable , even though the replacement unit to me is that there are certain inherent relationship will affect individual career development direction . If we can help companies plan their labor and employment careers , to meet the wishes of their career development , then they will be personal development and sustainable development will be the best combination of business , companies have the power to contribute their efforts . Labor and employment -rich content of the work , reasonable arrangements to master working hours, labor and employment in the enterprise in general the work is relatively simple, repetitive . If appropriate adjustments to the content of their work , or to expand its work content , it will lift interest in the work of the staff again . Work incentives include the material and spiritual incentives motivate both companies as employers to grasp a good balance between these two aspects through appropriate incentives , we can achieve a multiplier effect.

III.Incentive management tools III.管理手段的激勵

 

Humane management , is based on humane care to labor and employment needs as the starting point , and respect the views and suggestions of labor and employment . Humane management is the need of modern enterprise internationalization management is an important means of labor and employment incentives .

As reflected in the value of the enterprise and their ability to labor and employment , and with the corporate culture of unity , the labor and employment will recognize companies for their recognition and respect , even if they did not enjoy the salaries are not regular employees , will be proud of their own business, willing to sacrifice their own business intelligence and will and enterprise integration. From the above analysis, we can draw the following conclusions: labor and employment in today's society there is a considerable weight , they , like all regular employees , they would have asked , be pursued, the needs of society and business concerns and incentives.#p#分頁標題#e#

In JT bank , if labor workers at work a few years later , have some experience on the job , and get recognition for their work colleagues and leadership abilities , positive identity will work to further improve the working level , as well as the further development of career generate expectations. JT banks therefore reasonable means of active management role will play a further incentive .
 

Goal management, goal: no matter what the name implies they will have people on the direction of where individuals and businesses an effort, then as labor workers , they completed the goal is to complete the degree for a job well represented.
 

Each man , the most fundamental reason for the benefit , but in labor and employment and enterprise in the pursuit of their own interests, is likely to cause friction . How does that conflict in this process ? It would need to develop business in the labor and employment personal goals , employees must take the goals and business objectives unity when the first condition , which is the incentive to achieve the basic goal . In addition enterprises set up an employee 's personal goals , should have some challenging and can be implemented .

In today's modern society, human resource management , labor and employment are no longer content with executive leadership arrangements , they also hope to have the opportunity to participate in decision-making and management, and they want to be able to listen to their leaders mean , are involved in decision-making needs. If the company can meet this need labor and employment , contribute to long-term development of enterprises, incentives can also play a role . Enterprises should also be properly authorized in labor and employment , but must be properly authorized , excessive labor and employment rights will only make feel the pressure is not easy to control ; too small right , as no right to tell the truth , because the same can not be done. So this is a challenge for managers , only proper authorization in order to play the role of incentives . It had managers are afraid there will be competition in the internal company they believe compete phenomenon will affect the order of business. In fact , as long as a reasonable guide managers on competition , competition may also play a role in motivating employees . As a good manager , must enable the enterprise to have a good atmosphere 's ability to compete , which requires managers to the enterprise in both labor and employment and full-time staff , to guide them, and inspire their enthusiasm for work, and to encourage team competition and individual competition.

 

Incentive is a double edged sword , too much positive incentives under certain conditions will have a positive effect, but in other specific conditions also play a counter- effect, so how can effectively improve the incentive ? I discuss aspects from businesses and individuals .
 

1 , foster entrepreneurship. The so-called spirit of enterprise is the pursuit of business goals in the process , through advocacy and gradually formed and established up spiritual achievements . Cultivate the entrepreneurial spirit, is a long-term incentives, it can mobilize the enthusiasm of all the work , contribute to the development of enterprises.

JT Bank 's corporate culture is fundamental : Founding responsibility , innovation beyond , eternal integrity , sound Zhiyuan . The spirit of enterprise is the aggregation of all employees will and faith, is a soul , can play a role in guiding employees and promotion. Therefore, to effectively play the role of motivating employees , the first to establish a corporate culture , foster entrepreneurship. But if the spirit of enterprise is too deep too , as labor and employment will feel invisible pressure and difficult to achieve. If too shallow will destroy the spirit of enterprise corporate image, but would not achieve the role. In the ongoing education to cultivate the corporate culture , we believe that all employees can be more on the ideological level, the company can play a catalytic role.
 

2 , a sound organizational forms of participation in management. 5.5 is already talking about the needs of staff involved in the management , the result is inevitable development. This could dilute the employees who perform only a concept , to promote employee ownership . Many of its specific form , mainly : ① develop organizational goals , plans, and decisions on major issues , solicit the views of staff . ② using various forms of organization congress , trade unions and other democratic supervision staff management. ③ establishment of self-management system, that many of the rights to the management of the labor and employment , manage their own employees . Of course, for people actively involved in the management , made ??good recommendations should be given various incentives for employees was inappropriate to mention the proposal can not be criticized , but should patiently listen , discuss .
 

3 , material incentives . Speaking material incentives have to say interests. Driven by the interests of making the material incentives are the most effective way to motivate employees . Companies in order to save costs, pay less tax and contribute to employee motivation , incentives in the form of material is no longer merely a means for the cash salary and bonuses , the state-owned enterprises are now more money to go into the benefits . In JT Banks , regular employees in addition to basic salary and bonuses as well as better benefits. These benefits bring the convenience of their daily lives and enrich the lives of content, such as JT subsidies, food subsidies , labor , female employees maternity leave , marriage leave , travel allowance, medical insurance, employee obtained after the loss of labor and other material benefits and assistance . JT banking income in salaries and bonuses , etc. is less than many other companies , but a significant number of full-time staff and some services staff willing to work in state-owned enterprises , state-owned enterprises is because the treatment benefits better, more profound diversity reflects the role of material incentives also can not be ignored .#p#分頁標題#e#
 

4 , honor incentives. Honor is a realistic expression of human dignity , and it is the main way humans reflect their own values ??. A recognition , a certificate is for a noble evaluation of staff, is a catalyst for passionate employees . Especially for service staff , which is able to seize people 's incentives, their sense of accomplishment and pride filled with hope and longing , hope that their work meaningful , I hope to be praised by the awards, to meet their self-esteem needs. Therefore, in recognition of labor and employment , etc. can stimulate enthusiasm . Upon completion of the task , outstanding performance , managers sentence praise, recognition is certainly the biggest of its work , to promote the realization of the incentive effects of long-term labor and employment for those who work hard in silence more so , given the honorary awards can be granted enhance their sense of belonging to the enterprise, to promote their work to maintain enthusiasm .
 

JT Bank needs to improve its policies on labor and employment incentives through rational incentive policies , make full use of existing resources , combined with " Masi Luo hierarchy of needs theory" argument , by encouraging both material and spiritual aspects of the work to meet the labor workers enthusiasm and sense of belonging , thereby stimulating and facilitating interaction labor and employment and corporate partnerships , leadership, between regular workers . On the one hand the use of material incentives positive way to make part of the work output of a large high labor service workers be rewarded , so the other part has not been determined or are hesitant fate of labor workers can greatly improve their motivation and dispel Through this initiative they find another way of thinking . On the other hand so that only allow integration into enterprise among all service workers can really control the current phenomenon of the loss of a large number of labor and employment , so that they understand the business culture and learn more about business development, job training and regular elimination of inferior promoted eugenics mode , so as to achieve on the basis of the loss of more optimized control of the entire service workers team results. Through these two aspects of reform to meet the needs of the contradictory relationship between the enterprise and service workers who labor both material and spiritual aspects also will be solved, the development of enterprises will play a larger role.

References 參考文獻

 

1) Sun Jian, Ji Jianyue Human Resources Development and Management, Beijing: Enterprise Management Press, 2004: 507-546. 

2] Zhao Ming China Times Human Resource Management, Nanjing: Nanjing University Press, 1995: 309-316. 

3] Zhang, Wu Zhiming organizational behavior Dalian: Dongbei University of Finance and Economics Press, 2002: 118-137. 

4] Yang Rong, Human Resource Management, Dalian: Dongbei University of Finance and Economics Press,2002:210-219. 

5] Zhouqiren opportunity and ability - Irish employment and rural labor flow management in the world, 1997 (5) :81-100. 

6] Zhang Human Resource Development and Management, Beijing: Tsinghua University Press,2001:45-53. 

7 "Yangwen Shi, Zhang Yan Principles of Management, Beijing: People's Congress Press,1999:95-106.