科学的激励机制有利于最大限度地激发员工的工作积极性，充分发挥其创新性与创造性，有效提升企业核心竞争力，实现企业的持续、稳定与高质量发展。H公司由于行业特点等原因，管理者对激励机制的关注较少，激励机制不科学、不合理，导致员工的工作积极性不高，公司生产效率较低，创新水平低下，缺乏市场竞争能力。在此背景下，如何完善激励机制，有效提高员工的工作积极性，增强员工对组织的承诺感与归属感，充分发挥人力资本对公司发展的积极促进作用，成为H公司亟须解决的一个重要问题。

本文以H公司为研究对象，基于案例分析法、问卷调查法和访谈法等方法，在系统梳理国内外学者关于激励机制相关研究与回顾激励理论的基础上，首先从集合诱导因素、行为导向制度、行为幅度制度、行为时空制度和行为归化制度五个方面分析了H公司激励机制的现状，然后对问卷调查和员工访谈的结果进行全面整理、总结和分析后，发现H公司激励机制存在诱导性不强、导向不明确、奖励幅度小、培训不科学等问题，导致这些问题的主要原因是行业垄断使公司领导的激励意识薄弱，内部传统激励制度的惯性，现代管理理念的运用不足，没有形成差异化的激励机制和激励制度改革存在内部障碍。在确定优化的目标，明确优化应遵循的原则后，从优化集合诱导因素、优化行为导向制度、调整行为幅度制度、完善行为时空制度、健全行为归化制度五个方面提出了优化方案，以及激励机制实施的保障措施，以期有效优化H公司激励机制，充分发挥激励机制对员工工作积极性、主观能动性和创新性的激发作用，并以此实现公司的健康、持续、稳定与高质量发展。

A scientific incentive mechanism is conducive to maximizing the enthusiasm of employees, giving full play to their innovation and creativity, effectively enhancing the core competitiveness of enterprises, and achieving sustainable, stable and high-quality development of enterprises. Due to industry characteristics and other reasons, managers of H company pay less attention to the incentive mechanism, and the incentive mechanism is unscientific and unreasonable, resulting in low work enthusiasm of employees, low production efficiency, low innovation level, and lack of market competitiveness. In this context, how to improve the incentive mechanism, effectively improve employees' work enthusiasm, enhance employees' sense of commitment and belonging to the organization, and give full play to the positive role of human capital in promoting the company's development has become an urgent issue for H company.

This paper takes H company as the research object, based on the method of case analysis, questionnaire survey and interview, on the basis of systematically combing domestic and foreign scholars' research on incentive mechanism and reviewing incentive theory, first of all, from the set-inducing factors, behavior orientation system, behavior range system, behavior space-time system and behavioral naturalization system, analyzed the current situation of H company's incentive mechanism, and then comprehensively summarized and analyzed the results of the questionnaire survey and employee interviews. It is found that the incentive mechanism of H company lacks of inducibility, behavior orientation is not clear, bonuses are too small to be motivating, staff training is not scientific. The main reasons are industry monopoly that makes the leadership of the company weak in incentive awareness, the inertia of the internal traditional incentive system, the insufficient application of modern management concepts, the lack of a differentiated incentive mechanism and the internal

obstacles to the reform of the incentive system. In order to effectively optimize the incentive mechanism of H company, give full play to the incentive mechanism to stimulate employees' work enthusiasm, subjective initiative and innovation, and achieve the company's healthy, sustainable, stable and high-quality development，the optimization plan and the guarantee measures for the implementation of the incentive mechanism are put forward from five aspects: optimizing the set-inducing factors, optimizing the behavior-oriented system, adjusting the behavioral range system, improving the behavioral space-time system, and improving the behavioral naturalization system.

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