本文選題：高校后勤餐飲服務(wù) + 員工需要�。� 參考：《安徽財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：隨著高校規(guī)模的日益擴(kuò)大,在校學(xué)生人數(shù)的逐年增多,高校后勤的社會(huì)化改革也在逐步深入。作為高校后勤構(gòu)成的重要一環(huán)的餐飲服務(wù)企業(yè)既面臨著難得的發(fā)展機(jī)遇,也遭遇著眾多從未遇到過(guò)的挑戰(zhàn)。高校餐飲企業(yè)普遍存在著員工素質(zhì)偏低,離職率較高,工作積極性低下等現(xiàn)象。所以,如何建立、健全企業(yè)人力資源管理體系,穩(wěn)定員工隊(duì)伍,提高員工整體素質(zhì)與工作技能,充分發(fā)揮他們的工作積極性,從而為高校廣大師生員工提供優(yōu)質(zhì)服務(wù),保障教學(xué)教研的順利進(jìn)行,是高校餐飲企業(yè)亟待解決的一大問(wèn)題。論文以安慶職業(yè)技術(shù)學(xué)院一家后勤餐飲服務(wù)企業(yè)為研究對(duì)象,首先簡(jiǎn)要回顧了有關(guān)高校后勤餐飲員工激勵(lì)的文獻(xiàn),介紹了員工激勵(lì)的相關(guān)理論,然后采用問(wèn)卷調(diào)查和訪談的方式,全面掌握了該企業(yè)員工的數(shù)量、結(jié)構(gòu)與特點(diǎn),并結(jié)合需要層次理論對(duì)不同類(lèi)別員工的需求進(jìn)行了深入分析,接著剖析了該企業(yè)員工激勵(lì)的現(xiàn)狀及其存在的問(wèn)題,最后根據(jù)調(diào)查和分析的結(jié)果,從七個(gè)方面提出針對(duì)該企業(yè)的更加先進(jìn)合理的激勵(lì)策略,并對(duì)保障這些策略順利實(shí)施給出六點(diǎn)建議。論文綜合運(yùn)用了人力資源管理和組織行為學(xué)的相關(guān)理論,搜集,歸納、整理了涉及高校飲食服務(wù)人員激勵(lì)的文獻(xiàn)資料和案例,同時(shí)采用實(shí)地走訪、問(wèn)卷調(diào)查等方式收集大量數(shù)據(jù),結(jié)合企業(yè)實(shí)際情況科學(xué)分析調(diào)查結(jié)果,認(rèn)為應(yīng)從制定科學(xué)合理的薪酬體系、充分發(fā)揮福利的激勵(lì)作用、建立全面客觀的績(jī)效考核制度、加強(qiáng)系統(tǒng)規(guī)范的員工培訓(xùn)、建設(shè)清晰明確的職業(yè)發(fā)展通道和公平競(jìng)爭(zhēng)的晉升機(jī)制、建設(shè)“以人為本”的企業(yè)文化以及實(shí)施基于員工需要分析的差異化激勵(lì)這七個(gè)方面加強(qiáng)員工激勵(lì),并針對(duì)性地提出保障這些優(yōu)化策略得以順利實(shí)施的相關(guān)建議,從而為該企業(yè)制定了一套較為先進(jìn)合理的員工激勵(lì)策略,同時(shí)也為其他高校后勤餐飲工作提供了有益的借鑒。
[Abstract]:With the increasing scale of colleges and universities, the number of students is increasing year by year, and the socialization reform of university logistics is deepening step by step. As an important link of university logistics, catering service enterprises are faced with both rare development opportunities and challenges that have never been encountered. There are many phenomena in university catering enterprises, such as low quality of staff, high turnover rate and low working enthusiasm. Therefore, how to establish and perfect the enterprise human resource management system, stabilize the staff, improve the overall quality and work skills of the staff, give full play to their work enthusiasm, so as to provide high quality service for the vast number of teachers and students in colleges and universities. To ensure the smooth progress of teaching and research is a big problem to be solved urgently in university catering enterprises. This paper takes a logistics catering service enterprise in Anqing Vocational and Technical College as the research object. Firstly, the paper briefly reviews the literature about staff motivation in universities and colleges, and introduces the related theory of staff motivation. Then, by means of questionnaire survey and interview, the author comprehensively grasps the number, structure and characteristics of the employees in the enterprise, and analyzes the needs of different categories of employees in the light of the theory of hierarchy of needs. Then it analyzes the current situation and existing problems of employee motivation in this enterprise. Finally, according to the results of investigation and analysis, it puts forward more advanced and reasonable incentive strategies for the enterprise from seven aspects. Six suggestions are given to ensure the smooth implementation of these strategies. The paper synthetically uses the related theories of human resource management and organizational behavior, collects, induces, and collates the literature and cases concerning the staff motivation of catering service in colleges and universities, and adopts field visits, Through collecting a large amount of data through questionnaire investigation, combining with the scientific analysis of the survey results of the actual situation of the enterprise, the author thinks that we should make a scientific and reasonable salary system, give full play to the incentive function of the welfare, and establish a comprehensive and objective performance appraisal system. Strengthen systematic and standardized staff training, build clear career development channels and fair competition promotion mechanism, Building a "people-oriented" corporate culture and implementing differentiated incentives based on employee needs analysis are seven aspects to strengthen employee motivation, and put forward relevant suggestions to ensure the smooth implementation of these optimization strategies. Thus, it makes a set of more advanced and reasonable employee incentive strategy for the enterprise, and also provides useful reference for other universities and colleges in the work of rear service and catering.
【學(xué)位授予單位】：安徽財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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