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Study on Key Staff Motivation in the Changjiang Design Institute

Author: LuXiaoFeng
Tutor: YunHong
School: Huazhong University of Science and Technology
Course: Business Administration
Keywords: Core staff Equity incentive Cultural Incentive Design consulting firm
CLC: F426.91
Type: Master's thesis
Year: 2005
Downloads: 347
Quote: 6
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Abstract


After China 's accession to the WTO , with the further opening of markets of design consulting , water conservancy and hydropower engineering design and consulting CISPDR based industry is facing fierce competition of the market , service, technology and other aspects . How to stabilize the existing talent and attract talented people to cope with fierce competition for talent consulting market is a very urgent task facing CISPDR . CISPDR an invincible position in this war for talent , key as soon as possible to change their ideas , establish the concept of people-oriented , focusing on the development and management of corporate human resources , to provide a fair selection of key employees , incentives, growth , scientific, effective and healthy environment , the human resources advantages into competitive advantages , to achieve sustained and healthy development of enterprises . According to the characteristics of the design consulting firm , and CISPDR project management , the paper presents a CISPDR definition of core talent model , the structure of the core staff level is divided into excellent project leader , professional leaders, outstanding technical staff three levels . And CISPDR core staff motivation to analyze the situation , found CISPDR core staff motivation , having begun to take some of the characteristics of the modern enterprise incentives , such as starting to focus on the core staff incentives , focusing on incentives openness and transparency , based primarily on the performance and accountability of incentives . But there are still state-owned enterprises prevalence of insufficient incentives and average tendencies , heavy external and short-term incentives , to the neglect of intrinsic motivation , lack of long-term incentives . Papers on the basis of surveys and in-depth analysis of the problem , according to the theory of motivation , combination CISPDR 's actually strengthen intrinsic motivation - corporate culture to motivate and strengthen long-term incentives - the implementation of equity incentive ideas and improvement measures .

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