对珠三角港资企业的调查表明,它们在对新招聘的大学生激励上普遍存在着物质激励缺乏弹性和竞争性、缺乏精神激励的技巧和没有将工作激励与大学生的职业生涯规划有机地结合起来等问题。针对这些问题,结合国外学者的相关理论和国外知名企业的实践,本文提出了加强对非人力资源管理人员的激励艺术培训和将培训激励与大学生的职业发展有机结合起来等策略。 A survey of Hong Kong-invested enterprises in the Pearl River Delta shows that they generally lack the flexibility and competitiveness of material incentives for newly recruited college students, lack the skills of mental stimulation, and fail to organically combine work incentives with college career plans And other issues. In response to these problems, combined with the relevant theories of foreign scholars and the practice of well-known foreign enterprises, this paper puts forward strategies such as strengthening the incentive art training for non-human resources managers and organically combining training incentives with the career development of college students.