本文選題：“中廣核主設(shè)備所” + 核心人才�。� 參考：《西北大學(xué)》2013年碩士論文

【摘要】：隨著國(guó)內(nèi)核電大好發(fā)展形勢(shì),核島主設(shè)備設(shè)計(jì)任務(wù)日益增多,國(guó)內(nèi)各公司紛紛成立核島主設(shè)備設(shè)計(jì)單位或原非核島設(shè)計(jì)單位逐步涉足核島主設(shè)備設(shè)計(jì),核島主設(shè)備設(shè)計(jì)人才更加短缺。如何建立完善的核島主設(shè)備設(shè)計(jì)核心人才激勵(lì)機(jī)制,保證核島主設(shè)備設(shè)計(jì)核心人才的引進(jìn)、培養(yǎng),規(guī)劃并通過(guò)合理的激勵(lì)調(diào)動(dòng)其積極性,發(fā)揮其潛能,就成為中廣核設(shè)計(jì)院核島主設(shè)備所(以下簡(jiǎn)稱主設(shè)備所)必須解決的重大問(wèn)題。基于這一發(fā)展背景,筆者開(kāi)展了這項(xiàng)研究。 本文以問(wèn)題為導(dǎo)向,以解決企業(yè)實(shí)際存在的問(wèn)題為主線,從“中廣核主設(shè)備所”核心人才激勵(lì)機(jī)制發(fā)展現(xiàn)狀和核心人才市場(chǎng)出現(xiàn)的基本情況為切入點(diǎn),通過(guò)實(shí)際調(diào)研,并結(jié)合激勵(lì)理論,深刻剖析了企業(yè)在核心人才激勵(lì)機(jī)制方面存在的問(wèn)題。在此基礎(chǔ)之上,提出了完善企業(yè)核心人才激勵(lì)機(jī)制的基本設(shè)想,并對(duì)實(shí)施、評(píng)估、調(diào)整以及配套保障等進(jìn)行了說(shuō)明。具體研究思路如下：文章首先對(duì)激勵(lì)機(jī)制理論的發(fā)展演變進(jìn)行了回顧,對(duì)激勵(lì)機(jī)制的主要內(nèi)容、特點(diǎn)、作用及評(píng)估等進(jìn)行了概述,以此奠定全文分析的理論基礎(chǔ)。其次,文章介紹了“中廣核主設(shè)備所”核心人才激勵(lì)機(jī)制發(fā)展現(xiàn)狀,對(duì)其存在的問(wèn)題及其成因進(jìn)行了剖析。這是全文分析的現(xiàn)實(shí)出發(fā)點(diǎn)。接著,文章針對(duì)企業(yè)在核心人才激勵(lì)機(jī)制存在的問(wèn)題,以激勵(lì)機(jī)制理論為基礎(chǔ),結(jié)合核電設(shè)備企業(yè)的現(xiàn)實(shí)特點(diǎn),提出了完善企業(yè)核心人才激勵(lì)機(jī)制的設(shè)想,并對(duì)其可能結(jié)果進(jìn)行了預(yù)測(cè)。在基本設(shè)想方面,主要提出：調(diào)整激勵(lì)結(jié)構(gòu),提高精神激勵(lì)在激勵(lì)總體中的比重；豐富激勵(lì)形式,提高激勵(lì)的吸引力；增強(qiáng)層級(jí)激勵(lì),提高激勵(lì)的針對(duì)性；提高績(jī)效激勵(lì),有機(jī)融合企業(yè)目標(biāo)與個(gè)人目標(biāo)；加強(qiáng)培訓(xùn)激勵(lì),為企業(yè)發(fā)展提供持久動(dòng)力；增強(qiáng)工作內(nèi)容的創(chuàng)新性和挑戰(zhàn)性,提高核心人才工作的熱情；建立內(nèi)部人力資源市場(chǎng),為人才發(fā)展提供平臺(tái)；注重個(gè)體發(fā)展,做好核心人才的職業(yè)規(guī)劃等。再接著,文章提出了落實(shí)核心人才激勵(lì)機(jī)制設(shè)想的配套措施,主要有：加強(qiáng)企業(yè)文化建設(shè),增強(qiáng)核心人才的歸屬感；轉(zhuǎn)變企業(yè)人才觀念,確立價(jià)值創(chuàng)造的人才觀；完善企業(yè)運(yùn)行機(jī)制,為激勵(lì)奠定良好基礎(chǔ)；明確企業(yè)戰(zhàn)略目標(biāo),為員工發(fā)展描繪藍(lán)圖；建立人才管理機(jī)制,為人才回流創(chuàng)造條件；重視企業(yè)環(huán)境建設(shè),營(yíng)造和諧友好工作氛圍等。最后,在前面分析的基礎(chǔ)上得出文章結(jié)論。 本文認(rèn)為：第一,精神性因素或者激勵(lì)性因素是影響核心員工最重要的因素。第二,要從激勵(lì)的機(jī)構(gòu)、形式、層級(jí)等多方位完善核心人才激勵(lì)機(jī)制。第三,在激勵(lì)機(jī)制的實(shí)施過(guò)程中,要做好激勵(lì)的監(jiān)控、評(píng)估與調(diào)整工作。第四,要從企業(yè)文化、治理機(jī)制等多方面做好激勵(lì)機(jī)制的配套保障工作。
[Abstract]:With the development of nuclear power industry in China, the design task of nuclear island main equipment is increasing. The domestic companies have set up the main equipment design unit of the nuclear island or the original non nuclear island design units to step into the design of the main equipment of the nuclear island step by step. To ensure the introduction, training, planning and the mobilization of its enthusiasm and potential through reasonable incentives, the core personnel of the nuclear island's main equipment design has become a major problem that must be solved by the nuclear Design Institute of the nuclear Design Institute (hereinafter referred to as the main equipment). Based on this development, the author has carried out this research.
This paper takes the problem as the guidance and solves the problems existing in the enterprise as the main line. From the basic situation of the development of the core talent incentive mechanism and the basic situation of the core talent market, the paper deeply analyzes the problems existing in the incentive mechanism of the core talents through the actual investigation and the incentive theory. On this basis, the basic idea of improving the incentive mechanism of the core talents of enterprises is put forward, and the implementation, evaluation, adjustment and supporting guarantee are explained. The concrete research ideas are as follows: first, the article reviews the development and evolution of the incentive mechanism theory, and the main contents, characteristics, functions and evaluation of the incentive mechanism. Secondly, the article introduces the development status of the core talent incentive mechanism of "central Guangzhou nuclear master equipment Institute", analyzes its existing problems and causes, which is the realistic starting point of the full text analysis. Then, the article aims at the problems existing in the incentive mechanism of the core talents in the enterprise, to stimulate the problems of the core talent incentive mechanism. Based on the theory of excitation mechanism and combining the practical characteristics of nuclear equipment enterprises, this paper puts forward the idea of improving the incentive mechanism of the core talents of enterprises, and forecasts the possible results. In the basic assumption, the main points are as follows: adjusting the incentive structure, improving the proportion of spiritual incentive in the incentive system, enriching the incentive form and improving the inspiring absorption. Gravity; enhance the level of incentive, improve the pertinence of the incentive, improve the performance incentive, integrate the enterprise goal and individual goal, strengthen the training incentive, provide the lasting power for the enterprise development, enhance the innovation and challenge of the work content, improve the enthusiasm of the core talent work, establish the internal human resource market, and provide the talents for the development of the talents. For the platform, we should pay attention to the individual development and do a good job planning for the core talents. Then, the article puts forward the supporting measures for the implementation of the core talent incentive mechanism, including strengthening the construction of the enterprise culture, strengthening the sense of belonging of the core talents, transforming the concept of the talents of the enterprise, establishing the view of the talent created by the value, and perfecting the operating mechanism of the enterprise, To lay a good foundation for incentive, to clear the strategic target of the enterprise, to describe the blueprint for the staff development, to establish the mechanism of talent management, to create conditions for the return of talents, to attach importance to the construction of the enterprise environment and to create a harmonious and friendly working atmosphere. Finally, the conclusion of the article is drawn on the basis of the previous analysis.
This article holds that: first, the mental factors or motivational factors are the most important factors that affect the core staff. Second, we should improve the core talents incentive mechanism from the incentive institutions, forms and levels. Third, in the implementation of the incentive mechanism, we should do a good job of monitoring, evaluating and adjusting the incentive. Fourth, from the enterprise culture, Governance mechanisms and other aspects to do a good job in supporting the incentive mechanism.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.23

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