AnalysisofthemodernenterprisehumanresourcemanagementintheeffectiveuseofincentivesPaperKeywords:humanresourceincentivesAbstract:Intheeraofknowledgeeconomy,competitionamongenterprisesisnotasimplematterofcompetition.Tohumanresource-basedcompetitionfortalenttobecomeakeyfactorinthedevelopmentofenterprises,andincentivesisanimportantpartofhumanresources.Establishandimprovegoodincentivestomobilizetheenthusiasmofknowledgeworkers,improvingemployeeproductivity,tapthepotentialofindividualemployeesistheprimaryproblem,thereforeexplorebuildingincentives,incentivesforeffectiveuseofmodernenterprisehumanresourcemanagementisimportant.First,themeaningofhumanresources,incentivesandfeatures(Aconnotationofincentives‘Incentive’iscontinuingtostimulatethemotivationofhumanpsychologicalprocesses.Incentives,intheexternalconditionswithintheenterprise,throughavarietyof1incentivesandregulationstodeveloparationalsystem,stimulatetheemployeescontinuetomaketheenterprisecontribution.Businessincentivescanbedividedintoexternalandinternalincentivesincentives.Externalfactorsincludingsalariesencourageincentivesandincentivesaretwoaspectsofemployeebenefits,corporateincentivesfordirectcontrolofresources,mainlytoreflectthematerialincentives.Intrinsicmotivationistostrengthenthespiritofindividualbehaviortomeetthemaingoalshouldbeincentivesandemotionalincentives,anddiversemethods.(Twocharacteristicincentives1,fairnessincentivemechanismistoupholdthebasicprinciplesoffairnessandjustice,businessonthelower,inthefaceofbusinessinterestsshouldbetreatedequallyandfairtogiverewardsandpunishments,incentiveswillbeeffective.2,andrelevance.Whethermaterialormoral2incentivesincentives,mustadheretotheprincipleofseekingtruthfromfacts,targetedforstaffrewardsandpunishments.3,thetimelinessoftheexcitationintime,companiesshouldencouragethestaffandtimelyencouragement.Managersmusttimelyachievementofstaffandotherfeedback,performanceappraisal.4,consistencycorporateobjectiveisthesame,theincentiveisastimulustoclearobjectivessothatemployeesknowwhattodo,whattodo,meaningtodoforthecompany’sgoal.Second,humanresourcemanagementproblemsintheincentivemechanism(AnincentivemechanismMainlytheintroductionofmechanismsforthescientificpersonnel,training,lackofincentives,lackofincentivepay,etc.businessopportunitiesforthestation,alldesiretorecruithigh-quality,high-levelcompoundtalents,butintherecruitmentprocessthereisnoclearrecruitmentrequirements,post-trainingwithoutclearobjectives,and3cannotusepayincentivestoretaintalent.(TwoformsofincentivesandmeansofasingleMostenterprisesareveryone-sidedunderstandingofincentives.China’senterprisestoadopttheformofincentiveenoughtomotivateastrongmajorityofthewages,bonuses,basedannualsalarysystem,etc.,whileholdingsuchstockoptionsandmanagersarenotcommonandeffectiveincentivesinaddition,China’scurrentannualsalaryisonlyconcernedaboutothersubstances,suchasreward,indeedignorethespiritualrewardsoftherolethatfundamentalBoonemobilizetheenthusiasmofstaff,lackofemployeeloyaltyandpride.(CscientificperformanceappraisalsystemLackofpropersoundemployeeperformanceappraisalsystem,performanceappraisalsystem,thelackofstandardization,quantification,atargetfuzzy,nospecificassessmentindicators,thelackofcredibility,thelackofquantifiableindicators,thesecondisthelackofapplicability,assessmentdisconnectseriousexaminationnotbelinkedtopromotionandstaff,as...