【摘要】：人力資源管理一直被企業(yè)看作對(duì)員工實(shí)施管理的重要部分,而激勵(lì)問(wèn)題又是人力資源管理的重中之重。同時(shí)核心員工作為企業(yè)的重要資源,通過(guò)分析核心員工的激勵(lì)問(wèn)題,設(shè)置相應(yīng)的激勵(lì)因子并結(jié)合平衡記分卡(Balanced Scorecard,BSC)這一戰(zhàn)略工具,編制核心員工BSC,從而完善企業(yè)的激勵(lì)機(jī)制。本文以YT股份有限公司的維檢分廠核心員工為研究背景,采用理論與實(shí)際相結(jié)合的方法,進(jìn)行定性與定量分析。首先,闡述了激勵(lì)理論、BSC及KPI的相關(guān)內(nèi)容,為確定BSC各維度激勵(lì)指標(biāo)提供理論基礎(chǔ);其次,通過(guò)發(fā)放問(wèn)卷并對(duì)回收的有效問(wèn)卷運(yùn)用SPSS19.0進(jìn)行信度和效度的檢驗(yàn),證明問(wèn)卷的信度和效度良好。并對(duì)調(diào)查問(wèn)卷的第一部分核心員工的基本情況進(jìn)行描述性統(tǒng)計(jì),顯示技術(shù)類(lèi)核心員工所占比重最大。通過(guò)核心員工激勵(lì)滿(mǎn)意度進(jìn)行因子分析,得出目前維檢分廠核心員工最需要激勵(lì)的五個(gè)激勵(lì)因子,即薪酬福利因子、職業(yè)發(fā)展因子、個(gè)人成長(zhǎng)因子、工作氛圍因子、外部認(rèn)可因子。將激勵(lì)因子與BSC各維度相結(jié)合,即財(cái)務(wù)維度由薪酬福利激勵(lì)因子構(gòu)成;客戶(hù)/顧客維度由外部認(rèn)可度激勵(lì)因子構(gòu)成;內(nèi)部流程維度由工作氛圍激勵(lì)因子構(gòu)成;學(xué)習(xí)成長(zhǎng)維度由個(gè)人成長(zhǎng)和職業(yè)發(fā)展激勵(lì)因子構(gòu)成。確定BSC各維度的激勵(lì)指標(biāo),同時(shí)運(yùn)用AMOS軟件對(duì)激勵(lì)指標(biāo)進(jìn)行因子驗(yàn)證,結(jié)果顯示BSC各維度與對(duì)應(yīng)激勵(lì)指標(biāo)間擬合度良好。運(yùn)用層次分析法確定激勵(lì)指標(biāo)的權(quán)重,從而編制技術(shù)類(lèi)核心員工BSC;最后,提取KPI,運(yùn)用8個(gè)KPI在維檢分廠進(jìn)行為期一個(gè)月的應(yīng)用,結(jié)果顯示這8個(gè)KPI的實(shí)際完成權(quán)重與理論權(quán)重相差很小,說(shuō)明技術(shù)類(lèi)核心員工BSC各維度指標(biāo)及權(quán)重的設(shè)置具有可行性。本論文通過(guò)對(duì)維檢分廠核心員工激勵(lì)問(wèn)題的研究,分析目前維檢分廠核心員工需要激勵(lì)的五個(gè)激勵(lì)因子并與BSC四個(gè)維度結(jié)合,編制技術(shù)類(lèi)核心員工BSC,為完善維檢分廠核心員工的激勵(lì)機(jī)制提供一種參考方法。
[Abstract]:Human resource management (HRM) has been regarded as an important part of employee management by enterprises, and incentive is the most important part of HRM. At the same time, as an important resource of the enterprise, the core employee's BSC, is compiled by analyzing the motivational problem of the core employee, setting the corresponding incentive factor and combining the balanced scorecard (Balanced Scorecard,BSC) as a strategic tool. Thus perfect the incentive mechanism of the enterprise. In this paper, the core staff of YT Co., Ltd. is taken as the research background, and the method of combining theory with practice is adopted to carry out qualitative and quantitative analysis. Firstly, this paper expounds the motivation theory, BSC and KPI, which provides the theoretical basis for determining the incentive index of each dimension of BSC. Secondly, the validity and reliability of the recovered questionnaire were tested by SPSS19.0, and the reliability and validity of the questionnaire were proved to be good. The descriptive statistics of the first part of the survey showed that the technical core staff accounted for the largest proportion. Through the factor analysis of core employees' incentive satisfaction, we get the five motivational factors, which are salary and welfare factor, career development factor, personal growth factor, working atmosphere factor, which are the most important motivational factors for core employees at present. External recognition factor. Combining incentive factors with BSC dimensions, that is, financial dimension is composed of salary and welfare incentive factor; customer / customer dimension is composed of external recognition degree incentive factor; internal process dimension is composed of work atmosphere incentive factor; The dimension of learning growth consists of personal growth and career development incentive factors. The incentive index of each dimension of BSC is determined, and the factor verification of incentive index is carried out by using AMOS software. The results show that the fitting degree between each dimension of BSC and the corresponding incentive index is good. Using Analytic hierarchy process (AHP) to determine the weight of incentive index, so as to compile the BSC; of technical core staff. Finally, the extraction of KPI, is carried out for a month by using 8 KPI in the maintenance inspection plant. The results show that the actual completion weights of these eight KPI are very little different from the theoretical weights. It shows that it is feasible to set every dimension index and weight of BSC for technical core staff. This paper analyzes the five motivational factors that the core staff need to motivate at present through the research on the incentive problem of the core staff in the maintenance inspection sub-plant, and combines with the four dimensions of BSC to compile the BSC, for the core employees of the technical category. It provides a reference method for perfecting the incentive mechanism of the core staff in the inspection and distribution plant.
【學(xué)位授予單位】：昆明理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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