本文選題：大數(shù)據(jù)企業(yè)　切入點(diǎn)：員工激勵(lì)　出處：《首都經(jīng)濟(jì)貿(mào)易大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：一個(gè)企業(yè)要想在現(xiàn)在激烈競(jìng)爭(zhēng)的市場(chǎng)經(jīng)濟(jì)中立足,不能缺少的根基就是優(yōu)秀的企業(yè)員工。“國(guó)家之間的競(jìng)爭(zhēng),說到底是人才的競(jìng)爭(zhēng)”,其實(shí)對(duì)于企業(yè)而言也是一樣的,員工才是一個(gè)企業(yè)最核心的競(jìng)爭(zhēng)力。而對(duì)于大數(shù)據(jù)企業(yè)來說,如果想要在當(dāng)今的互聯(lián)網(wǎng)時(shí)代中立足,想要在競(jìng)爭(zhēng)這樣激烈的市場(chǎng)經(jīng)濟(jì)中占據(jù)一席之地,良好的人才資源就是依靠的根本。因此,如何提升各部門的能力,如何激勵(lì)企業(yè)員工就成為了企業(yè)之間競(jìng)爭(zhēng)的根本問題。大數(shù)據(jù)企業(yè)要想獲得持續(xù)性的競(jìng)爭(zhēng)力,必須要制定出有效的激勵(lì)制度。而為了讓員工成為企業(yè)進(jìn)步的源泉,成為企業(yè)最根本的核心競(jìng)爭(zhēng)力,就需要充分的激發(fā)員工,讓員工對(duì)工作自發(fā)的產(chǎn)生熱情。企業(yè)的管理規(guī)范隨著我國(guó)經(jīng)濟(jì)的蓬勃發(fā)展也在不斷的產(chǎn)生著變化。如今無論對(duì)于哪個(gè)企業(yè)來說,人才的管理都成為了決定企業(yè)前景的重中之重,而如何確實(shí)有效的激勵(lì)員工便成為了每一個(gè)企業(yè)的關(guān)心之處。中國(guó)企業(yè)只有制定出適合自身特點(diǎn)以及適合員工特點(diǎn)的激勵(lì)體制,才能有助于企業(yè)的發(fā)展,才能體現(xiàn)出員工的價(jià)值。在信息技術(shù)時(shí)代,大數(shù)據(jù)將成為未來的重要財(cái)富來源,大數(shù)據(jù)企業(yè)必然會(huì)引領(lǐng)未來經(jīng)濟(jì)發(fā)展大潮。信息轉(zhuǎn)變?yōu)榻?jīng)濟(jì)效益離不開掌握信息以及信息開發(fā)技術(shù)的高端知識(shí)型員工。知識(shí)型員工作為現(xiàn)代大數(shù)據(jù)企業(yè)的核心資源,如何有效的激發(fā)員工對(duì)工作的熱情,調(diào)動(dòng)員工的工作積極性,是所有大數(shù)據(jù)企業(yè)必須面對(duì)和解決的課題。本文將以A公司為研究對(duì)象,分析大數(shù)據(jù)企業(yè)員工激勵(lì)的必要性,爭(zhēng)取找出大數(shù)據(jù)企業(yè)在員工激勵(lì)制度中的不足,建立完整的激勵(lì)機(jī)制體系。本文深入分析研究了大數(shù)據(jù)企業(yè)A公司中基層員工激勵(lì)機(jī)制的現(xiàn)狀,希望能夠在這之中找到并發(fā)現(xiàn)問題的所在,從而進(jìn)一步改善目前的狀況,最終可以讓人力資源管理在大數(shù)據(jù)企業(yè)中更好的發(fā)揮作用,并能為企業(yè)的可持續(xù)發(fā)展做出貢獻(xiàn)。同時(shí)本文從雙因素理論的角度出發(fā),結(jié)合相關(guān)文獻(xiàn)研究,利用問卷調(diào)查和談話等方法,針對(duì)A公司知識(shí)型員工的激勵(lì)因素進(jìn)行了實(shí)證分析,試圖尋找具有相對(duì)普適性的針對(duì)大數(shù)據(jù)企業(yè)員工激勵(lì)的有效策略。
[Abstract]:If an enterprise wants to gain a foothold in the current competitive market economy, it cannot lack the foundation of excellent enterprise employees. "the competition between countries is, in the end, a competition for talents," which is also true for enterprises. Employees are the core competitiveness of an enterprise. For big data enterprises, if they want to gain a foothold in today's Internet age, they want to occupy a place in such a fierce market economy. Therefore, how to improve the ability of various departments and how to motivate employees become the fundamental problem of competition among enterprises. It is necessary to establish an effective incentive system. In order to make employees become the source of enterprise progress and become the most fundamental core competitiveness of the enterprise, we need to fully stimulate the employees, With the booming development of our economy, the management norms of enterprises are constantly changing. Today, no matter for any enterprise, talent management has become the most important thing that determines the future of the enterprise. And how to encourage employees really and effectively becomes the concern of every enterprise. Only when Chinese enterprises develop an incentive system suitable to their own characteristics and employees' characteristics can they help the development of enterprises. In the age of information technology, big data will become an important source of wealth in the future. Big data enterprises will inevitably lead the future economic development tide. Information can not be transformed into high-end knowledge workers who can not achieve economic benefits without mastering information and information development technology. Knowledge workers are the core resources of modern big data enterprises. How to effectively arouse the enthusiasm of the staff and arouse the enthusiasm of the employees is the subject that all big data enterprises must face and solve. This paper will take Company A as the research object to analyze the necessity of encouraging the employees in big data enterprise. This paper tries to find out the deficiency of big data enterprise in employee incentive system and establish a complete incentive mechanism system. This paper deeply analyzes and studies the current situation of grass-roots employee incentive mechanism in big data Enterprise A Company. I hope to be able to find and find out where the problem lies, so as to further improve the current situation, and eventually enable human resources management to play a better role in big data's enterprises. And can contribute to the sustainable development of enterprises. At the same time, from the perspective of two-factor theory, combined with the relevant literature research, using questionnaire survey and conversation methods, this paper makes an empirical analysis on the motivation factors of knowledge workers in Company A. This paper tries to find an effective strategy for staff motivation in big data enterprises with relative universality.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F49

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