This essay discusses the enhancement of the KMV model to achieve greater accuracy in predicting default risk and mitigating the effects of asymmetric information in the financial market. Due to the existence of the problem of asymmetric information persists, with some market participants possessing more information than others. This imbalance disrupts the normal market operation, complicates financial regulation, and reduces market stability. Rating agencies have made efforts to disclose and predict default risks to provide more information to the market. Still, traditional models’ prediction accuracy has struggled to meet the market’s evolving demands. To address these challenges, this essay analyzes an improved model, the SIZE-PSO-KMV model. This model builds on the KMV model but introduces a differentiation between large and small firms. By doing so, it refines default risk predictions, thereby alleviating information asymmetry. Enhanced accuracy empowers financial regulators to make more informed decisions and helps prevent future financial crises. The SIZE-PSO-KMV model’s validity is established through rigorous testing, including a comparison with other KMV models and out-of-sample tests. The results demonstrate that this model significantly outperforms traditional KMV models in predicting default risk. Additionally, it adapts to the size of firms, acknowledging that large and small firms face distinct default risk profiles.

The Internet, as one of the most rapidly developing industries in China in recent years, has made great contributions to China’s economic development. Internet enterprises are both an important pillar of China’s current economic development, but also a great source of scientific and technological development and innovation. For Internet companies, the core of enterprise development people-oriented, talent is the foundation of enterprise development, enterprise development cannot be separated from the team, team building cannot be separated from the talent, in the final analysis, talent is the core of enterprise development. Therefore, enterprises want to develop, we must retain talent, enterprises want to retain talent, we must incentivize the enterprise staff. Incentives are vital in human resources management, and every enterprise should design a mechanism that suits its specific circumstances. The mechanism should motivate staff to make better contributions to the enterprise, thus promoting its growth and development. This paper reviews relevant domestic and foreign literature, as well as the results of a questionnaire survey of Internet enterprise employees, to study the employee incentive mechanism in Internet enterprises. The paper puts forward measures to existing problems to facilitate the better development of Internet enterprises.