發(fā)布時(shí)間：2018-04-24 21:39

  本文選題：國有企業(yè) + 員工　； 參考：《廣西大學(xué)》2014年碩士論文

【摘要】：自人類社會迎來知識經(jīng)濟(jì)時(shí)代以來,人力資源已成為企業(yè)不可或缺的一種戰(zhàn)略資源,人力資源管理的職能也從過去的人事管理轉(zhuǎn)化為了戰(zhàn)略管理。在人力資源管理中,最重要的內(nèi)容就是激勵(lì)與激勵(lì)機(jī)制。所以,對企業(yè)的激勵(lì)機(jī)制與激勵(lì)問題進(jìn)行研究與分析,對企業(yè)提高人力資源管理水平意義重大,企業(yè)人力資源管理成功與否關(guān)鍵在于激勵(lì)機(jī)制的科學(xué)性。作為替企業(yè)創(chuàng)造財(cái)富的主體,員工對企業(yè)的發(fā)展來說是一把雙刃劍,他們不但具有創(chuàng)造力和動(dòng)力,同時(shí)也擁有破壞力。簡言之,他們能帶領(lǐng)企業(yè)走向成功,同時(shí)也會使企業(yè)覆亡。目前,不少企業(yè)由于無法有效的激發(fā)員工的工作熱情而出現(xiàn)了員工創(chuàng)新度低、人員流失率高和工作滿意度低的問題。目前,企業(yè)人力資源戰(zhàn)略管理最棘手的問題就是怎樣構(gòu)建一個(gè)科學(xué)的激勵(lì)機(jī)制,怎樣有效地激勵(lì)員工,這同時(shí)也是提高企業(yè)競爭力的手段。 GXLT公司是一家國有旅游投資企業(yè),近年來隨著企業(yè)規(guī)模的擴(kuò)大和轉(zhuǎn)型發(fā)展,企業(yè)中引進(jìn)高層次、年輕化人才越來越多,新進(jìn)人員為企業(yè)近年來快速轉(zhuǎn)型發(fā)展起到了不可替代的作用。但是,隨著公司快速發(fā)展,新進(jìn)人員的增多,公司傳統(tǒng)的員工激勵(lì)機(jī)制相對現(xiàn)代企業(yè)人力資源管理顯得有些滯后。GXLT公司目前正處于快速擴(kuò)張時(shí)期,完善企業(yè)員工激勵(lì)機(jī)制是企業(yè)面臨的困難之一,為了保證公司健康良好地發(fā)展,對公司員工激勵(lì)問題的研究迫在眉睫。如何讓公司擺脫傳統(tǒng)的國有企業(yè)激勵(lì)觀念,建立起適合新時(shí)期企業(yè)員工的激勵(lì)機(jī)制,是目前國有企業(yè)需要研究的課題之一。 本文采用理論結(jié)合實(shí)際的分析方法,對GXLT公司員工激勵(lì)創(chuàng)新問題進(jìn)行探討。第一部分,對本文的選題背景、選題意義、研究目的和國內(nèi)外有關(guān)文獻(xiàn)資料進(jìn)行了系統(tǒng)的介紹；第二部分,對激勵(lì)和激勵(lì)機(jī)制相關(guān)理論要點(diǎn)進(jìn)行概述,為全文做好理論基礎(chǔ)；第三部分,從政府轉(zhuǎn)企業(yè)、留學(xué)歸國和80后等三類員工入手,對GXLT公司員工激勵(lì)現(xiàn)狀進(jìn)行分析；第四部分,總結(jié)出當(dāng)前GXLT公司員工激勵(lì)存在的問題,并指出了完善公司員工激勵(lì)問題的目的；第五部分,在理論、現(xiàn)狀分析的基礎(chǔ)上,針對GXLT公司員工激勵(lì)存在的問題,給出了相應(yīng)的對策建議。本論文研究將豐富新時(shí)期我國國有企業(yè)人力資源管理理論研究,對GXLT公司人力資源管理工作起到一個(gè)參考指導(dǎo)作用。
[Abstract]:Since the human society ushered in the era of knowledge economy, human resources have become an indispensable strategic resource for enterprises, and the function of human resource management has also changed from the past personnel management to strategic management. In human resource management, the most important content is incentive and incentive mechanism. Therefore, it is of great significance to study and analyze the incentive mechanism and incentive problems for enterprises to improve the level of human resource management. The key to the success of enterprise human resource management lies in the scientific nature of the incentive mechanism. As the main body of creating wealth for enterprises, employees are a double-edged sword for the development of enterprises. They not only have creativity and power, but also have destructive power. In short, they can lead the business to success, but also to the end of the business. At present, many enterprises have the problems of low degree of innovation, high turnover rate and low job satisfaction because they can not effectively stimulate the work enthusiasm of their employees. At present, the most difficult problem in the strategic management of enterprise human resources is how to build a scientific incentive mechanism and how to motivate employees effectively, which is also a means to improve the competitiveness of enterprises. GXLT Company is a state-owned tourism investment enterprise. In recent years, with the expansion and transformation of enterprise scale, enterprises have introduced high-level, younger and more talented people. New personnel for the enterprise in recent years has played an irreplaceable role in rapid transformation and development. However, with the rapid development of the company and the increase of new entrants, the traditional employee incentive mechanism of the company is lagging behind the modern enterprise human resource management. GXLT company is currently in a period of rapid expansion. It is one of the difficulties that the enterprise faces to perfect the employee incentive mechanism. In order to ensure the healthy development of the company, it is urgent to study the employee incentive problem. How to let the company get rid of the traditional incentive concept of state-owned enterprises and set up an incentive mechanism suitable for the employees in the new period is one of the topics that the state-owned enterprises need to study at present. In this paper, the theory combined with practical analysis method, GXLT employees incentive innovation issues are discussed. In the first part, the background, significance, purpose of the research and related literature at home and abroad are systematically introduced; the second part, the incentive and incentive mechanism related theoretical points are summarized to provide a good theoretical basis for the full text; The third part, from the government to enterprises, returned to the country and post-80s and other three employees to analyze the status quo of GXLT employees incentive; the fourth part, summed up the current GXLT employees incentive problems, In the fifth part, on the basis of the analysis of theory and current situation, the author puts forward the corresponding countermeasures and suggestions in view of the existing problems of employee incentive in GXLT Company. This paper will enrich the theoretical research of human resource management of state-owned enterprises in China in the new period, and play a reference role in the human resource management of GXLT Company.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F592.6

【參考文獻(xiàn)】

相關(guān)期刊論文 前4條

1 蘇一凡;;廣東省高校留學(xué)歸國人員績效及其影響因素研究——以廣州十所高校為例[J];華南師范大學(xué)學(xué)報(bào)(社會科學(xué)版);2012年04期

2 隋志純;;論知識經(jīng)濟(jì)時(shí)代企業(yè)激勵(lì)機(jī)制的構(gòu)建[J];中國商貿(mào);2012年05期

3 謝天添;;基于企業(yè)激勵(lì)機(jī)制實(shí)現(xiàn)的路徑探析[J];中小企業(yè)管理與科技(下旬刊);2012年04期

4 孫光明;;關(guān)于企業(yè)激勵(lì)機(jī)制應(yīng)用的思考[J];現(xiàn)代企業(yè)教育;2012年14期

相關(guān)博士學(xué)位論文 前1條

1 花雙蓮;企業(yè)社會責(zé)任內(nèi)部控制理論研究[D];中國海洋大學(xué);2011年

，

本文編號：1798345