本文選題：激勵機(jī)制　切入點：優(yōu)化方案　出處：《山東理工大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：JNYG公司是一家快速發(fā)展的綜合性煤化工民營企業(yè)。隨著市場規(guī)模的不斷擴(kuò)大,公司原有的激勵制度不能有效激發(fā)員工工作的積極性和主動性,人力資源管理上存在的問題,特別是人才流失、管理人員缺乏等日益突出,這不僅給企業(yè)增加了招聘和培訓(xùn)等許多額外的經(jīng)營成本,還在一定程度上破壞了企業(yè)的向心力和凝聚力,產(chǎn)品的生產(chǎn)和銷售及新產(chǎn)品的研發(fā)都受到了不良影響,極大的制約了企業(yè)成長和發(fā)展的進(jìn)程。因此,為了防止制約公司發(fā)展的因素進(jìn)一步蔓延,在深入了解JNYG公司員工激勵機(jī)制現(xiàn)狀的基礎(chǔ)上,研究適應(yīng)JNYG公司發(fā)展的員工激勵機(jī)制優(yōu)化方案,對當(dāng)前的JNYG公司而言具有重要的戰(zhàn)略意義。本文以JNYG公司的激勵機(jī)制為研究對象,廣泛查閱國內(nèi)外的相關(guān)文獻(xiàn),并對這些文獻(xiàn)進(jìn)行詳細(xì)的評述,獲得全面的研究資料。在此基礎(chǔ)之上,本文將采用問卷調(diào)查的方式對該公司員工進(jìn)行調(diào)查,運(yùn)用Excel對所收集的數(shù)據(jù)進(jìn)行統(tǒng)計分析,從員工工作分配、員工職業(yè)生涯規(guī)劃、按資排輩、員工培訓(xùn)教育等幾個方面探討該公司員工激勵機(jī)制現(xiàn)狀,并分析在員工激勵機(jī)制上存在的問題,進(jìn)一步討論形成這些問題的原因。本文將所分析結(jié)果歸納總結(jié)為績效管理體系不完善、考核與溝通失衡、薪酬福利機(jī)制不健全、對精神激勵重視不夠這四個方面的原因。最后,針對JNYG公司員工激勵機(jī)制存在的問題及原因的全面分析,本文結(jié)合激勵理論和該公司的實際情況制定了符合公司特點的員工激勵機(jī)制優(yōu)化方案,主要從薪酬福利、績效考核、員工發(fā)展、企業(yè)文化四個方面加以闡述,促進(jìn)JNYG公司的激勵機(jī)制改善,同時對其他類似公司員工激勵機(jī)制的優(yōu)化與設(shè)計提供借鑒和幫助,并力圖進(jìn)一步推進(jìn)和豐滿激勵理論。
[Abstract]:JNYG Company is a rapidly developing private enterprise of coal chemical industry. With the expansion of market scale, the original incentive system of the company can not effectively stimulate the enthusiasm and initiative of employees, and the problems in human resource management. In particular, the brain drain and the lack of managerial personnel are becoming increasingly prominent, which not only increases the additional operating costs for enterprises, such as recruitment and training, but also undermines the centripetal force and cohesion of enterprises to a certain extent. The production and sale of products and the development of new products have been adversely affected, greatly restricting the process of enterprise growth and development. Therefore, in order to prevent the further spread of factors restricting the development of the company, On the basis of deeply understanding the current situation of employee incentive mechanism in JNYG Company, the optimization scheme of employee incentive mechanism adapted to the development of JNYG Company is studied. It is of great strategic significance to the current JNYG Company. This paper takes the incentive mechanism of JNYG Company as the research object, and extensively consults the relevant literature at home and abroad, and makes a detailed comment on these documents. On the basis of the comprehensive research data, this paper will use the questionnaire to investigate the employees of the company, use Excel to analyze the collected data, from the employee job assignment, employee career planning, This paper discusses the current situation of employee incentive mechanism in the company from the aspects of seniority, training and education, and analyzes the problems existing in the employee incentive mechanism. The reasons for these problems are further discussed in this paper. The results of this paper are summarized as follows: the performance management system is not perfect, the evaluation and communication are out of balance, the compensation and welfare mechanism is not perfect, and the spiritual incentive is not paid enough attention to. Based on the analysis of the problems and reasons of the employee incentive mechanism in JNYG Company, this paper combines the incentive theory and the actual situation of the company to formulate the optimization scheme of the employee incentive mechanism, mainly from the aspects of salary, welfare, performance appraisal, etc. Four aspects of employee development and corporate culture are elaborated to promote the improvement of incentive mechanism of JNYG company. At the same time, it provides reference and help for the optimization and design of employee incentive mechanism in other similar companies, and tries to further promote and enrich the incentive theory.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.7

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