本文選題：勝任力模型 + 激勵機制��； 參考：《青島大學(xué)》2017年碩士論文

【摘要】：在事業(yè)單位改革的背景下,其激勵體系不斷完善,很多單位已經(jīng)可以根據(jù)工作職責(zé)以及員工特性設(shè)置屬于自己的激勵體系,改變了以往事業(yè)單位統(tǒng)一適用一套激勵體系的方式。但是仍舊有一些單位受到傳統(tǒng)思想以及組織結(jié)構(gòu)的影響,在激勵中存在激勵理念不完善、激勵方法落后、激勵效果不理想等問題,影響到員工工作的積極性,影響到事業(yè)單位服務(wù)民眾的效率以及民眾對其的滿意度。基于事業(yè)單位激勵的重要性以及一些單位激勵體系存在的問題,本文以在探索勝任力與激勵體系設(shè)置關(guān)系的基礎(chǔ)上,以具體單位為案例,構(gòu)建以勝任力模型為基礎(chǔ)的員工激勵體系,以研究結(jié)論指導(dǎo)事業(yè)單位進一步優(yōu)化激勵體系設(shè)置,提高事業(yè)單位激勵效果,促進其員工更高效的工作的開展。本文采用問卷調(diào)查、案例分析以及系統(tǒng)分析法進行研究,按照發(fā)現(xiàn)問題、分析問題、解決問題的思路,針對L市開發(fā)區(qū)人社局員工激勵機制現(xiàn)狀,分析問題與成因,提出了完善激勵機制的對策建議,以改進、完善L市開發(fā)區(qū)人社局及同類事業(yè)單位的激勵體系。研究發(fā)現(xiàn),因為受事業(yè)單位管理規(guī)定以及傳統(tǒng)理念的影響,L市開發(fā)區(qū)人社局激勵機制存在激勵形式化嚴重、激勵不夠公平、激勵手段沒有形成系統(tǒng)的問題,這些問題導(dǎo)致員工滿意度不足,工作積極性不高,工作效率低下。基于這些問題,L市開發(fā)區(qū)人社局應(yīng)該構(gòu)建勝任力模型,并基于勝任力模型,通過完善選拔與轉(zhuǎn)制激勵機制、確定個性化的員工培訓(xùn)激勵機制、構(gòu)建有效激勵的員工績效考核機制、建立以能力與績效為導(dǎo)向的薪酬和晉升機制等方式提高激勵效果。
[Abstract]:Under the background of institution reform, its incentive system has been improved continuously. Many units can set up their own incentive system according to their work responsibilities and staff characteristics, which has changed the way that institutions used to apply a set of incentive system uniformly. However, there are still some units affected by traditional ideas and organizational structure. There are some problems such as imperfect incentive idea, backward incentive method, unsatisfactory incentive effect and so on, which affect the enthusiasm of employees. It affects the efficiency of public service and the satisfaction of the public. Based on the importance of incentive in institutions and the problems existing in some incentive systems of institutions, this paper takes specific units as an example on the basis of exploring the relationship between competence and incentive system. Based on the competency model, this paper constructs the staff incentive system, and guides the institutions to further optimize the incentive system, improve the incentive effect and promote the more efficient work of their staff. This paper uses questionnaire, case analysis and system analysis to study. According to the ideas of finding, analyzing and solving problems, this paper analyzes the current situation of employee incentive mechanism in L City Development Zone, and analyzes the problems and causes. The countermeasures and suggestions of perfecting the incentive mechanism are put forward in order to improve and perfect the incentive system of the people's and Social Affairs Bureau of L City Development Zone and the similar institutions. It is found that because of the influence of the regulations of institution management and the traditional idea, the incentive mechanism of the people's Social Bureau in the development zone of L City is serious, the incentive is not fair enough, and the incentive means have not formed a systematic problem. These problems lead to insufficient employee satisfaction, low working enthusiasm and low work efficiency. Based on these problems, the people's Social Bureau of L City Development Zone should build a competency model and, based on the competency model, determine the individualized employee training incentive mechanism by perfecting the selection and restructuring incentive mechanism. Construct effective incentive performance appraisal mechanism and establish performance-oriented compensation and promotion mechanism to improve the incentive effect.
【學(xué)位授予單位】：青島大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：D630.3

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