This article uses SPSS19.0 and AMOS21.0 statistical software to explore the relationship between corporate talent management and corporate performance. We use the structural equation model to quantitatively analyze the human resource management factors that affect logistics performance. Research shows that intellectual capital has a significant positive effect on enterprise innovation performance. The value proposition of employee training to customers and good customer service have an overall positive economic effect. Human capital plays a significant role in driving innovation performance only in the more mature stage of enterprise development.

#### Keywords

- Structural equation model
- Linear programming
- Incentive model
- Talent management
- Performance relationship

#### MSC 2010

- 90C06

The talent gathering effect refers to the relative concentration of related talents in a certain time and space following a certain interconnection that exceeds their independent effects. The main characteristics of the talent gathering effect are as follows: (1) Information sharing effect. (2) Knowledge spillover effect. (3) Innovation effect. (4) Collective learning effect. (5) Incentive effect. (6) Time effect. (7) Regional effect. (8) Scale effect. The talent gathering effect is the process from quantitative change to qualitative change after gathering talents to a certain scale. In the process of this transformation, both individual talents and groups have undergone qualitative changes. Talent is not only knowledge growth and skill improvement, but more importantly, talent innovation ability and work efficiency are improved through talent accumulation. The talent gathering effect also enhances the cohesion between group members, and the overall functional advantages are brought into play [1]. The incentive is a process of motivating and cultivating talents and achieving better performance. It can promote talents to realize their own needs, satisfy group interests, and achieve organizational goals. Therefore, studying the incentive system under the accumulation of talents has theoretical significance and application value with the frequent flow of talents.

The aggregate effect of talent accumulation is often closely related to a good and effective incentive system. Effective incentive channels and appropriate incentive measures will optimize the combination and allocation of gathered talents. It promotes the transformation of the talent gathering phenomenon to the talent gathering effect. The role of the incentive system on the talent accumulation effect mainly has the following three aspects:

One is to change work attitudes [2]. Through certain incentives (material incentives, spiritual incentives, value incentives), the desires of talents in the incentives are satisfied. They have a correct attitude and are full of passion at work.

The second is to improve workability. When talents get more incentives when they gather, they learn and work more actively and willingly accept more challenges [3]. This enables the overall improvement of workability and self-qualify, and the incentive effect, time effect, and collective learning effect of talent gathering are more prominent.

The third is to enhance the cohesion of talents. The incentive system will also supplement the improvement of talents' own ability and aggregation effect. Organizational benefits will be maximized when talent gathering takes effect. The organization will pay more attention to the motivation of talents [4]. A virtuous circle is formed between the talent gathering and the incentive system, contributing to the “secondary effect” of the talent gathering effect.

An incentive system is an important subsystem of an organization's management information system. It is a multi-level incentive system composed of high-level (strategic level) incentives, middle-level (management level) incentives, and grass-roots (operational level) incentives. At the same level, it is composed of different types of technical talents and management talents. The basic idea of the incentive model proposed in this article is that the organization is composed of many different levels of functional departments. Each functional department performs its duties. There are different types of talents under the same functional department [5]. Only when we implement incentives for talents in different departments and implement hierarchical and sub-category incentives for different levels and categories of talents under the same department can we achieve a practical effect. In this paper, a linear programming model of multi-level excitation basic model is established by applying the mathematical modeling method to the above situation.

(1) Conditional assumptions. Suppose an organization is divided into _{a}^{C}_{i}_{a}_{i}^{C}

(2) Symbol description. We mark _{i}_{i}_{1} _{i}_{2} _{i}_{3} ⋯ _{i}_{(n−1)} _{in}_{i}_{ij}_{ij}_{i}_{i}_{1} _{i}_{2} _{i}_{3} ⋯ _{i}_{(n−1)} _{in}_{i}_{ij}_{ij}_{ij} x_{ij}_{ij}_{ij}

(3) The establishment of the model.

The objective function is

Among them,
_{a}

(1) Conditional assumptions. Suppose an organizational department is divided into _{b}_{i}^{C}_{b}_{i}^{C}

(2) Symbol description. Suppose

Among them, _{i}_{i}_{1} _{i}_{2} _{i}_{3} ⋯ _{i}_{(h−1)} _{ih}_{i}_{ij}_{ij}_{i}_{i}_{1} _{i}_{2} _{i}_{3} ⋯ _{i}_{(h−1)} _{ih}_{i}_{ij}_{ij}_{ij} y_{ij}_{ij}_{ij}

(3) The establishment of the model.

The objective function is:

Among them,
_{b}

This model solves ^{C}

Assume that the initial state before the talent accumulation effect is _{0}. The talent accumulation effect works under the _{1}.

_{1}, time cost _{2}, opportunity cost _{3}, and other costs _{4}. _{0} represents the initial state of talent gathering and is a constant [10]. For individual talents, this refers to the working attitude and efficiency of the talents without motivation. For the talent group, this refers to the output or efficiency of the organizational department. _{1} is expressed as the state of talents gathering after the incentive system acts, which is a variable. It refers to the work efficiency of talents after implementing incentives, the effectiveness or output of organizational departments.

Therefore, the talent accumulation effect model can be simply expressed by the following formula:

The talent accumulation effect refers to the effect that the aggregate role of talents in the accumulation process exceeds the effects of their independent roles. The overall effect of the talent accumulation effect is greater than the sum of the partial effects, and the talent accumulation effect is effective. From the transformation of formula (9), the increase of talent gathering can be obtained,

When

The following is an analysis of the talent accumulation effect and the incentive effect. We obtain the formula (9) for the talent accumulation effect

It can be seen that the effectiveness of the talent accumulation effect is closely related to the incentive multiplier. That is, the talent gathering effect can only take effect when

The following analysis and discussion of equation (12) are as follows:

(1) 0 <

If 0 <

If 0 <

(2)

From the above analysis, we can see that the incentive system and the talent accumulation affect work simultaneously. There is no doubt that time

The talent gathering effect refers to the relative concentration of related talents in a certain time and space following a certain interrelationship that exceeds their independent effects. The incentive system is a multi-level incentive system composed of high-level (strategic level) incentives, middle-level (management level) incentives, and grass-roots (operational level) incentives [11]. This is an important means to stimulate the potential of talents and tap the potential of talents. Undoubtedly, an effective incentive system plays a vital role in forming and promoting the talent gathering effect.

Under certain constraints of the total cost of input incentives, we should implement incentives at different levels, categories, and differences. Adopting a single incentive method does not necessarily achieve the expected incentive effect of the organization. Therefore, a variety of coexisting incentive methods should be adopted in the process of implementing incentives. In the different stages of the organization's development, different proportions of incentive measures are adopted. The degree of talent accumulation effect is positively related to the role of the inventive system's incentive effect. To increase the talent gathering effect by a large margin, it is necessary to actively create an incentive atmosphere of competition, unity, friendship, and mutual assistance in implementing incentives. This will maximize the effect of the incentive multiplier. The incentive input behavior of the incentive multiplier in a certain department will cause a chain effect between various departments. This allows the output of all sectors to increase. This article believes that the organization's investment in incentives can rely on material incentives and must be combined with spiritual incentives, individual and organizational collective incentives, and value incentives. At the same time, we must create a positive organizational culture. Develop organized collective learning groups and amplify the collective learning effect of talent gathering. Create a good incentive environment for gathering scientific and technological talents and amplify the effectiveness of the incentive multiplier. In this way, the integration and expansion effect of incentives and the gathering of scientific and technological talents are realized.

Since the incentive system is a complex and dynamic system composed of many factors, we need to consider incentives from many aspects. This article only conducts a quantitative analysis and research on the incentive system from the perspective of mathematical methods from the organization's side. No more consideration is given to the subjective initiative of talents and the dynamic balance of the system. Therefore, establishing an effective dynamic multi-level incentive system between the talents and the organization still needs to be further studied.

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