| Summary: | Fresh graduates are becoming an influential component of the organization in China, so the motivation and talent management for these employees is one of the keys to the organization’s long-term development.The non-financial incentive is extensively debated and be an effective method of motivating employees. In China, however, there is a relative lack of research in this field. Therefore, this dissertation aims to explore the current situation of non-financial incentives from a talent management perspective and its importance and preferences for graduates. The dissertation referenced Herzberg's two-factor theory and undertook a qualitative research method by conducting semi-structured interviews with 22 graduates from business backgrounds.
The results concluded that non-financial incentives positively impact graduates in China. Nevertheless, the absence or failure to implement non-economic incentives exists in Chinese companies. And the majority of companies lack incentives for graduates with an exclusive talent management approach. Additionally, Chinese graduates perceive the advancement and personal growth and job attribute to be the most motivating, while interpersonal relationships and policies and administrative practice are the likeliest to make them dissatisfied. It can help companies reflect on the current condition and improve non-financial incentives and talent management strategies for graduates.
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