MBA教育中心知识库

    甘肃工程咨询集团是一家提供工程建设规划咨询、投资运营、勘测设计、招标造价、施工监理、后评价等一体化、全方位、综合性的技术服务保障企业，作为一家轻资产、重技术的智力密集型企业，其发展壮大离不开核心员工的支撑。科学设计引入核心员工、留用核心员工、充分发挥核心员工支撑作用的长效激励机制，对增强企业市场竞争力、推动企业高质量发展具有深远的意义。本文主要以甘肃工程咨询集团公司核心员工为研究对象，通过考察核心员工激励现状及存在的问题，有针对性地设计激励措施。

    首先，通过问卷调查等方式，深入分析了甘肃工程咨询集团核心员工激励现状，全面掌握核心员工对集团公司现行激励机制满意度状况及态度和意见，深入分析集团公司现行激励机制存在的问题及原因。

    其次，结合需求层次等有关理论、借鉴国内外激励文献研究，在深入研究甘肃工程咨询集团发展现状的基础上，提出对核心员工激励设计坚持的基本原则和激励措施优化的建议。设计激励措施时，坚持依法依规原则、企业代理人与委托代理人目标一致原则、强激励与硬约束相统一的原则、公平性原则、多元化原则，保证激励措施有效性。并根据核心员工的实际需求，对集团公司实施激励措施提出建议，引入国家出台的上市公司股权激励、科技型企业分红激励、超额利润共享机制等中长期激励政策，通过激励与约束，使企业和核心员工利益捆绑在一起，达到留住核心员工的目的，以此来改善集团公司核心员工激励不足的问题。

    最后，通过加强内部组织建设、健全绩效考核体系、建立专项资金资金池、优化股权流转制度、丰富非物质激励形式等，保障激励措施的全面实施。

    Gansu Engineering Consulting Group is an integrated, comprehensive and comprehensive technical service guarantee enterprise that provides engineering construction planning consultation, investment operation, survey and design, bidding cost, construction supervision, post-evaluation, etc., as a light asset, heavy technology intelligence Intensive enterprises cannot develop and grow without the support of their core employees. The scientific design of a long-term incentive mechanism that introduces core employees, retains core employees, and gives full play to the supporting role of core employees is of far-reaching significance to enhance the company's market competitiveness and promote high-quality development of the company. This article mainly takes the core employees of Gansu Engineering Consulting Group Corporation as the research object, and designs incentive measures in a targeted manner by investigating the current situation and existing problems of core employees' motivation.

    First of all, through questionnaire surveys and other methods, in-depth analysis of the current incentive status of the core employees of Gansu Engineering Consulting Group, a comprehensive grasp of the core employees’ satisfaction with the current incentive mechanism of the group company, attitudes and opinions, and in-depth analysis of the problems and causes of the current incentive mechanism of the group company .

    Secondly, combined with relevant theories on the level of needs, borrowing from domestic and foreign incentive literature research, and on the basis of in-depth research on the development status of Gansu Engineering Consulting Group, it puts forward the basic principles to adhere to the core employee incentive design and suggestions for optimizing incentive measures. When designing incentive measures, adhere to the principle of compliance with laws and regulations, the principle of consistent goals between corporate agents and entrusted agents, the principle of unifying strong incentives and hard constraints, the principle of fairness, and the principle of diversification to ensure the effectiveness of incentive measures. In accordance with the actual needs of core employees, it provides suggestions on the implementation of incentive measures for group companies, and introduces the state-issued listed company equity incentives, technology-based corporate dividend incentives, and excess profit sharing mechanisms and other medium- and long-term incentive policies. The interests of core employees are bundled together to achieve the purpose of retaining core employees, so as to improve the problem of insufficient incentives for core employees of the group company.

    Finally, by strengthening internal organization construction, improving the performance appraisal system, establishing a special fund pool, optimizing the equity transfer system, and enriching non-material incentive forms, the full implementation of incentive measures is guaranteed.