發(fā)布時(shí)間：2018-01-06 19:21

  本文關(guān)鍵詞：R公司基于員工發(fā)展的激勵(lì)方式研究　出處：《青島科技大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 中小民營(yíng)企業(yè) 雙因素理論 員工發(fā)展 激勵(lì)

【摘要】：非公有制經(jīng)濟(jì)是我國(guó)社會(huì)主義市場(chǎng)經(jīng)濟(jì)的重要組成部分,改革開放以來,我國(guó)民營(yíng)企業(yè)發(fā)展迅猛,當(dāng)前,民營(yíng)企業(yè)正在成為經(jīng)濟(jì)轉(zhuǎn)型升級(jí)的重要力量,成為助力供給側(cè)改革的活力源泉之一。但是,由于種種因素制約,中小民營(yíng)企業(yè)在人力資源管理方面缺少科學(xué)的體系。R公司位于山東省濰坊市,成立于1984年,是農(nóng)業(yè)產(chǎn)業(yè)化省重點(diǎn)龍頭企業(yè),致力于芝麻產(chǎn)業(yè)的經(jīng)營(yíng)和發(fā)展,是具有代表性的中小型民營(yíng)企業(yè)。本文以R公司為研究對(duì)象,以雙因素理論為理論依據(jù),采用文獻(xiàn)資料法、現(xiàn)場(chǎng)調(diào)研法、問卷調(diào)查法、定量與定性分析相結(jié)合等四種方法對(duì)R公司激勵(lì)方式進(jìn)行研究,從激勵(lì)因素和保健因素兩個(gè)方面出發(fā),對(duì)公司240名員工進(jìn)行問卷調(diào)查,并對(duì)15名員工和公司領(lǐng)導(dǎo)進(jìn)行了訪談,通過對(duì)調(diào)查結(jié)果和調(diào)查數(shù)據(jù)進(jìn)行分析整理,得出R公司存在缺乏有效的激勵(lì)措施,缺乏完善的員工培訓(xùn)體系,晉升渠道少、難度大,缺乏工作認(rèn)可機(jī)制,保健作用效果差等問題。為解決這些問題,本文以基于員工發(fā)展的理念為出發(fā)點(diǎn),對(duì)R公司現(xiàn)行激勵(lì)方式進(jìn)行了改進(jìn),將16個(gè)對(duì)員工關(guān)系較大的因素區(qū)分為激勵(lì)因素和保健因素,并根據(jù)實(shí)際情況進(jìn)行了調(diào)整,以調(diào)查數(shù)據(jù)為基礎(chǔ),將16個(gè)因素劃分成主導(dǎo)因素、次要因素和保持因素,對(duì)培訓(xùn)學(xué)習(xí)、晉升、工作認(rèn)可、參與決策、薪酬、福利待遇、工作成就感等因素所對(duì)應(yīng)的激勵(lì)措施進(jìn)行了基于員工發(fā)展的改進(jìn),主要改進(jìn)措施有:建立貫穿員工職業(yè)生涯的培訓(xùn)管理體系,實(shí)施多重晉升體系,實(shí)施人的價(jià)值化管理,激勵(lì)與考核并重。保健因素的主要改進(jìn)措施有:實(shí)行多層次薪酬獎(jiǎng)勵(lì)體系,擴(kuò)大自助式福利。同時(shí)提出了相應(yīng)的保障措施:完善基于員工發(fā)展的公司組織構(gòu)架體系,建立專業(yè)技術(shù)人員社會(huì)培訓(xùn)體系,多渠道保障員工激勵(lì)資金的投入,監(jiān)控激勵(lì)措施的實(shí)施情況。形成了一套較完整的基于員工發(fā)展的激勵(lì)體系。
[Abstract]:Non-public economy is an important part of our socialist market economy. Since the reform and opening up, private enterprises in China are developing rapidly. At present, private enterprises are becoming an important force in economic transformation and upgrading. Become one of the sources of vitality to help supply-side reform. However, due to various factors, small and medium-sized private enterprises in human resources management lack of a scientific system. R company is located in Weifang City, Shandong Province. Founded in 1984, is a key agricultural industrialization leading enterprises, committed to the management and development of sesame industry, is a representative of small and medium-sized private enterprises. Based on the theory of two factors, this paper studies the incentive mode of R Company by four methods: literature method, field investigation method, questionnaire survey method, quantitative analysis and qualitative analysis. From the two aspects of incentive factors and health care factors 240 employees of the company were investigated and 15 employees and company leaders were interviewed through the analysis of the survey results and data. In order to solve these problems, R company is lack of effective incentive measures, lack of perfect staff training system, less promotion channels, more difficulty, lack of work recognition mechanism, poor effect of health care and so on. In this paper, based on the concept of employee development as the starting point, the current incentive mode of R company has been improved, and 16 factors related to employees are divided into incentive factors and health care factors. And according to the actual situation, based on the survey data, 16 factors are divided into leading factors, secondary factors and maintenance factors, training, learning, promotion, job recognition, participation in decision-making, compensation. Welfare, job achievement and other factors of the corresponding incentive measures based on the improvement of staff development, the main improvement measures are: to establish a training management system throughout the staff career, the implementation of multiple promotion system. The main improvement measures of health care factors are as follows: implement multi-level salary reward system. At the same time, it puts forward the corresponding safeguard measures: perfect the company organization structure system based on the staff development, establish the social training system of professional and technical personnel, and ensure the investment of staff incentive funds through many channels. Monitoring the implementation of incentive measures. Formed a more complete incentive system based on employee development.
【學(xué)位授予單位】：青島科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.82

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