【摘要】：隨著社會(huì)經(jīng)濟(jì)的快速發(fā)展,企業(yè)作為不可或缺的部分在現(xiàn)代社會(huì)中發(fā)揮著越來(lái)越重要的作用。人力資源則是現(xiàn)代企業(yè)發(fā)展中具有戰(zhàn)略性意義的資源,人力資源的優(yōu)劣在很大程度上決定了企業(yè)的興衰成敗。而員工激勵(lì)作為對(duì)企業(yè)人力資源進(jìn)行開(kāi)發(fā)和管理的一個(gè)十分重要的方法,已經(jīng)得到了越來(lái)越多的企業(yè)的采用。在當(dāng)今日益激烈的市場(chǎng)競(jìng)爭(zhēng)環(huán)境下,以及考慮到企業(yè)自己績(jī)效的問(wèn)題,如何對(duì)現(xiàn)代企業(yè)員工激勵(lì)機(jī)制進(jìn)行構(gòu)建已經(jīng)成為了現(xiàn)代企業(yè)管理人員迫切需要解決的問(wèn)題。在現(xiàn)代企業(yè)的勞動(dòng)生產(chǎn)率以及經(jīng)濟(jì)效益的提升過(guò)程中對(duì)員工的激勵(lì)是最為有效的方式之一,然而在現(xiàn)代企業(yè)中普遍存在著動(dòng)力機(jī)制不足甚至是員工激勵(lì)機(jī)制失效的現(xiàn)象,這對(duì)現(xiàn)代企業(yè)的發(fā)展產(chǎn)生了很大程度上的制約作用,現(xiàn)代企業(yè)急需要建立一套適合現(xiàn)代企業(yè)的員工激烈機(jī)制。由于目前I公司正處在一個(gè)改革后的快速成長(zhǎng)期,有效的激勵(lì)機(jī)制將為企業(yè)的進(jìn)步帶來(lái)動(dòng)力和活力。然而,由于I公司的歷史背景、人文環(huán)境、企業(yè)文化等各方面的因素,導(dǎo)致了激勵(lì)這一被賦予高期望值的管理手段在實(shí)際的運(yùn)用過(guò)程中并沒(méi)有發(fā)揮出應(yīng)有的作用。本文首先以理論分析為研究基礎(chǔ),闡述了人力資源管理中激勵(lì)理論的概念、作用等相關(guān)內(nèi)容,總結(jié)了激勵(lì)在企業(yè)發(fā)展中的作用的研究成果,以建立對(duì)論題的理論基礎(chǔ);其次,通過(guò)對(duì)I公司上海的現(xiàn)狀分析,主要通過(guò)分析生產(chǎn)部門(mén)在激勵(lì)制度上的表現(xiàn),尋找在激勵(lì)機(jī)制方面存在的問(wèn)題與不足;最后,根據(jù)I公司的發(fā)展目標(biāo)結(jié)合實(shí)際現(xiàn)狀,提出了在改進(jìn)激勵(lì)制度和執(zhí)行方面的具體建議,以指導(dǎo)工作實(shí)踐。本文主要通過(guò)對(duì)I公司轉(zhuǎn)型后的現(xiàn)狀分析,試圖找出I公司在激勵(lì)機(jī)制的運(yùn)用上所面臨的問(wèn)題。并針對(duì)I公司激勵(lì)機(jī)制存在的這些問(wèn)題,提出了完善績(jī)效評(píng)估體系、薪資福利合理化以及職業(yè)發(fā)展制度的有效化等優(yōu)化建議,期望通過(guò)對(duì)現(xiàn)代企業(yè)管理中激勵(lì)模式的研究,為企業(yè)在制定人力資源制度時(shí)能提供參考和借鑒。
[Abstract]:With the rapid development of social economy, enterprises, as an indispensable part, are playing more and more important roles in modern society. Human resources are the strategic resources in the development of modern enterprises. The advantages and disadvantages of human resources to a large extent determine the success or failure of enterprises. As a very important method to develop and manage human resources, employee motivation has been adopted by more and more enterprises. In today's increasingly fierce market competition environment, and considering the performance of the enterprise itself, how to build a modern enterprise employee incentive mechanism has become an urgent problem that modern enterprise managers need to solve. It is one of the most effective ways to motivate employees in the process of improving labor productivity and economic benefits of modern enterprises. However, in modern enterprises, there is a common phenomenon that the motivation mechanism is insufficient and even the employee incentive mechanism is invalid. This has restricted the development of modern enterprises to a great extent, and it is urgent for modern enterprises to establish a set of employees' fierce mechanism suitable for modern enterprises. At present, I company is in a period of rapid growth after reform, effective incentive mechanism will bring power and vitality for the progress of enterprises. However, due to the historical background, humanistic environment, corporate culture and other factors, incentive, which is endowed with high expectation, has not played its due role in the actual application process. Firstly, based on the theoretical analysis, this paper expounds the concept and function of incentive theory in human resource management, summarizes the research results of the role of incentive in the development of enterprises, and establishes the theoretical basis of the topic. Through the analysis of the present situation of I company in Shanghai, mainly through the analysis of the performance of the production department in the incentive system, to find out the problems and shortcomings in the incentive mechanism; finally, according to the development goals of I company combined with the actual situation, Some suggestions on how to improve the incentive system and implement are put forward to guide the practice. This paper tries to find out the problems that I company faces in the application of incentive mechanism by analyzing the current situation after I company's transformation. Aiming at these problems of incentive mechanism in Company I, the paper puts forward some suggestions on how to improve the performance evaluation system, the rationalization of salary and benefits, and the efficiency of the career development system. For enterprises in the development of human resources system can provide reference and reference.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F416.6

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