Where can the problems of human resource incentives in small and medium sized enterprises be analyze

1. Improve the internal management mechanism of the enterprise.

Some enterprises lack a democratic decision-making system and a sound functional department, which makes the internal management of the enterprise chaotic and lacks a standardized management system.

There is a great deal of arbitrariness in management. Chaotic management system.

It's harder to attract and retain talent. Therefore, establishing and improving the internal management mechanism of enterprises has become a top priority for enterprises, which is an important breakthrough to solve the human resources problems of small and medium-sized enterprises.

2. Do a good job of recruitment and choose the right talents.

For enterprises, talent retention begins with talent. And the important gateway to talent is recruitment. In the recruitment process, it is necessary to understand the candidate's profile as comprehensively as possible, compare it with the job requirements required by the company, and see if it is suitable before making a decision on whether to hire or not.

In the process of enterprise recruitment, it is necessary to adhere to the principle of "the right is the best", and to avoid high or low consumption of talents.

3. Make good use of incentive mechanisms.

Most of the small and medium-sized businesses.

Generally pay attention to material incentives, and ignore the motivational effect of spiritual incentives on employees, which suppresses the enthusiasm of employees to a certain extent, and is prone to the misalignment of incentives and needs. For the average employee, material incentives may be a more effective way, while for the core employees and senior talents of the enterprise, they pay more attention to the need for respect and self-satisfaction.

This requires enterprises to develop diversified incentives in order to more effectively stimulate the potential of employees, and then promote the development of enterprises.

1.Improve the overall salary level of the company, which is higher than the industry salary and can attract talents;

2.According to the needs of the company, increase job recruitment, such as participating in special job fairs.

3.Increase the talent pool at ordinary times.

4.Adjust the company structure to avoid excessive turnover rate.

First, the dilemma:

1. It is difficult to recruit new employees, and it is even more difficult to recruit suitable talents;

2. It is difficult to retain people;

3. The executive power of the enterprise is not strong or the relationship between the various ministries is not well coordinated, which makes it difficult to carry out the work;

2. Countermeasures: 1. Cooperate with colleges and technical colleges, establish school-enterprise joint schools, and recruit suitable new employees in a centralized manner;

2. Appropriately increase the salary of employees to make them externally competitive;

3. Formulate effective incentive measures, or carry out various forms of employee activities to enhance team cohesion, etc.;

4. Strengthen the training of employees and managers at all levels, improve management and service levels, and cultivate outstanding talents for enterprises; Wait.

I'm a human resources major, please.