中鐵二十一局二公司青年職工激勵策略研究
發(fā)布時間：2018-08-26 11:06
【摘要】：現(xiàn)今工程施工已經(jīng)進入新時期,施工隊伍結(jié)構(gòu)發(fā)生了變化,進而暴露出施工隊伍素質(zhì)參差不齊,項目多卻基層技術(shù)、管理及計劃人員缺口大的問題,更為嚴峻的是現(xiàn)有人才的流失問題,而人力資源在現(xiàn)代企業(yè)發(fā)展中發(fā)揮著重要作用,因此要重視實行人力資源戰(zhàn)略,人力資源戰(zhàn)略的內(nèi)容之一便是激勵機制。從某種意義上說,激勵機制能否得到良好的運用直接關(guān)系到企業(yè)能否實現(xiàn)發(fā)展,因此當前企業(yè)面臨的重要問題就是如何恰當?shù)剡\用機制。施工企業(yè)主要實行項目管理模式,企業(yè)員工來源復雜,加之員工之間的需求各不相同,另外,施工企業(yè)有自身的行業(yè)特殊性,以上種種因素導致施工企業(yè)很難吸引到人才,即使有人才前來,也很難真正留住人才,導致施工企業(yè)面臨“三難”“,即招攬人才難、留住人才難、員工升值難”。近年來,我國經(jīng)濟以極快的速度向前發(fā)展,青年員工在企業(yè)人才結(jié)構(gòu)中的比重越來越大,有力地推動了企業(yè)的發(fā)展,可是由于青年員工的個性需求、價值觀念以及群體特征都明顯區(qū)別于年老職工,因此并不能完全適用傳統(tǒng)的管理模式。基于此,對大部分企業(yè)來說,當前最需要解決的問題是構(gòu)建完善有效的激勵機制,充分激發(fā)青年員工在工作中的最大熱情。本文首先對國內(nèi)外有關(guān)青年員工激勵制度的基本狀況進行了分析,對有關(guān)理論進行了論述,重點提到了青年員工的總體特點,如多為獨生子女、受教育程度普遍偏高、濃厚的功利化價值觀念、大多有自己的興趣愛好等。本文結(jié)合中鐵二十一局青年員工現(xiàn)狀進行了調(diào)查研究,總結(jié)出當前企業(yè)現(xiàn)行的激勵制度存在很多問題,如績效考核缺乏合理性、尚未建立起完善的培訓制度和職位晉升制度、薪酬制度不夠健全、忽視對員工進行人文關(guān)懷、很少對員工職業(yè)發(fā)展規(guī)劃給予指導等,針對上述問題,從企業(yè)內(nèi)外部環(huán)境以及員工個人入手,分析了導致這些問題出現(xiàn)的主要原因,最后在遵循物質(zhì)激勵與精神激勵相結(jié)合的原則下,提出了科學合理的青年員工激勵制度。本次研究的最大優(yōu)勢在于將理論同調(diào)查分析結(jié)果有機融合,體現(xiàn)出個性與普遍性的結(jié)合,在這一基礎(chǔ)上建立起來的激勵機制必然具有科學性和合理性,也一定能夠?qū)η嗄陠T工產(chǎn)生激勵作用,提升青年員工的管理水平。
[Abstract]:Now that the construction has entered a new period, the structure of the construction team has changed, thus exposing the problem of uneven quality of the construction team and the large gap between the basic level technology, management and planning personnel of the construction team. What is more severe is the problem of brain drain, and human resources play an important role in the development of modern enterprises. Therefore, we should pay attention to the implementation of human resources strategy, one of the contents of human resources strategy is the incentive mechanism. In a sense, whether the incentive mechanism can be used well is directly related to whether the enterprise can realize the development. Therefore, the important problem facing the enterprise is how to use the mechanism properly. The construction enterprise mainly implements the project management mode, the enterprise staff source is complex, in addition the staff demand is different, in addition, the construction enterprise has its own profession particularity, the above various factors cause the construction enterprise to attract the talented person very hard, Even if there are talents, it is very difficult to really retain talent, resulting in construction enterprises face "three difficulties", that is, the difficulty of recruiting talent, retaining talent, and staff appreciation difficulty. In recent years, the economy of our country has been developing at a very fast speed, and the proportion of young employees in the structure of enterprise talents is increasing, which has pushed forward the development of enterprises. However, due to the personality demand of young employees, Values and group characteristics are obviously different from the old workers, so it can not be fully applicable to the traditional management model. Based on this, for most enterprises, the most need to solve the problem is to build a sound and effective incentive mechanism to fully stimulate young employees in the work of the greatest enthusiasm. This paper first analyzes the basic situation of the incentive system for young employees at home and abroad, and discusses the relevant theories, especially the general characteristics of young employees, such as the majority of only children, the high level of education. Strong utilitarian values, most have their own interests and hobbies. Based on the investigation and study of the current situation of young employees in China Railway 21 Bureau, this paper concludes that there are many problems existing in the current incentive system of enterprises, such as the lack of rationality of performance appraisal, the lack of a perfect training system and the promotion system of positions. The salary system is not perfect enough, neglects to carry on the humanities concern to the staff, gives the guidance to the employee's career development plan and so on, in view of the above question, starts from the enterprise internal and external environment as well as the employee individual, This paper analyzes the main causes of these problems, and finally puts forward a scientific and reasonable incentive system for young employees under the principle of combining material and spiritual incentives. The greatest advantage of this study lies in the organic integration of theory and the results of investigation and analysis, which reflects the combination of personality and universality. The incentive mechanism established on this basis must be scientific and reasonable. Must also be able to stimulate young employees, improve the management level of young staff.
【學位授予單位】：蘭州交通大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.92
[Abstract]:Now that the construction has entered a new period, the structure of the construction team has changed, thus exposing the problem of uneven quality of the construction team and the large gap between the basic level technology, management and planning personnel of the construction team. What is more severe is the problem of brain drain, and human resources play an important role in the development of modern enterprises. Therefore, we should pay attention to the implementation of human resources strategy, one of the contents of human resources strategy is the incentive mechanism. In a sense, whether the incentive mechanism can be used well is directly related to whether the enterprise can realize the development. Therefore, the important problem facing the enterprise is how to use the mechanism properly. The construction enterprise mainly implements the project management mode, the enterprise staff source is complex, in addition the staff demand is different, in addition, the construction enterprise has its own profession particularity, the above various factors cause the construction enterprise to attract the talented person very hard, Even if there are talents, it is very difficult to really retain talent, resulting in construction enterprises face "three difficulties", that is, the difficulty of recruiting talent, retaining talent, and staff appreciation difficulty. In recent years, the economy of our country has been developing at a very fast speed, and the proportion of young employees in the structure of enterprise talents is increasing, which has pushed forward the development of enterprises. However, due to the personality demand of young employees, Values and group characteristics are obviously different from the old workers, so it can not be fully applicable to the traditional management model. Based on this, for most enterprises, the most need to solve the problem is to build a sound and effective incentive mechanism to fully stimulate young employees in the work of the greatest enthusiasm. This paper first analyzes the basic situation of the incentive system for young employees at home and abroad, and discusses the relevant theories, especially the general characteristics of young employees, such as the majority of only children, the high level of education. Strong utilitarian values, most have their own interests and hobbies. Based on the investigation and study of the current situation of young employees in China Railway 21 Bureau, this paper concludes that there are many problems existing in the current incentive system of enterprises, such as the lack of rationality of performance appraisal, the lack of a perfect training system and the promotion system of positions. The salary system is not perfect enough, neglects to carry on the humanities concern to the staff, gives the guidance to the employee's career development plan and so on, in view of the above question, starts from the enterprise internal and external environment as well as the employee individual, This paper analyzes the main causes of these problems, and finally puts forward a scientific and reasonable incentive system for young employees under the principle of combining material and spiritual incentives. The greatest advantage of this study lies in the organic integration of theory and the results of investigation and analysis, which reflects the combination of personality and universality. The incentive mechanism established on this basis must be scientific and reasonable. Must also be able to stimulate young employees, improve the management level of young staff.
【學位授予單位】：蘭州交通大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.92
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