90后技术型员工激励机制探析

90后技术型员工已经成为支撑企业未来发展的关键人才,存在思想不成熟、稳定性差,不能吃苦、注重享受等问题,企业在对其管理和激励过程中也存在忽视对员工的职业规划、缺乏上下级之间的沟通、员工需求无法满足导致工作没有动力等问题。针对这些问题,构建了90后技术型员工激励机制模式,并建议企业引导员工做好职业生涯规划,完善企业培训机制、提升员工职业素质,提供挑战性的工作、丰富员工精神生活,建立畅通的沟通机制,并将物质激励和精神激励相结合。

Study on Incentive System of Technical Workers Generation after 1990s

Technical workers after 1990s has become a key talent to support the company＇s future development, but they have im- mature ideology, poor stability, and can not endure hardship. There are also many problems in enterprises＇ management and incentive process, such as neglect of career planning for employees, lack of communication between upper and lower levels, unable to meet the demand of staffs. To solve these problems, this paper builds an incentive mode for technical workers after 1990s, and recommends that companies should encourage their employees to do career planning, improve corporate training mechanism to enhance staff professional quality, provide challenging work, enrich staffs＇ spiritual life, establish smooth communication mechanism, and combine material and mental incentives.