ABSTRACT
The concept of human resource management originated in late 1970s, and since then it has experienced different stages of baptisms and tests. Nowadays, enterprises pay more attention to achieve a more scientific and perfect management system. Modern society emphasizes the importance of talents. It is the most concerned and toughest issue for every HR to give maximum play of individual value. Nowadays, human resource management has far exceeded its original responsibilities. Modern human resource needs to satisfy employees’ demands of career development and personal development. Besides, HR is devoted to achieve a scientific and standardized performance management [3]. At the same time, it tries to effectively and
1 INTRODUCTION
With more and more large-scale transfer and management of human resources, the optimization of management mode has become an important approach for enterprises to further explore their development space. Furthermore, employees’ working status, mood and self-development demands are generating more and more obvious butterfly effects to the development of enterprises. After certain years’ working in a company, each employee will inevitably experience a plateau. Besides, the continuous use of the same management mode of human resources will ultimately lead to the failure of its best effect [1]. Therefore, suitable and timely incentive and encouragement becomes the key to ensure the eternal youth and vitality for enterprises. In human resource management, the innovation and reform of incentive mechanism can meet this demand, and it will bring great improvement for both startup and grownup enterprises. However, such mechanism optimization requires active cooperation with employees and scientific HR plans. If the mechanism optimization is realized, it will greatly improve the environment and outlook of human resources for enterprises.
