【摘要】：中國(guó)煙草行業(yè)長(zhǎng)期以來(lái)實(shí)行統(tǒng)一領(lǐng)導(dǎo)、垂直管理、專營(yíng)專賣的管理模式。煙草行業(yè)長(zhǎng)期恪守低調(diào)做人、低調(diào)做事的企業(yè)文化,受此文化的影響,對(duì)外進(jìn)行企業(yè)宣傳非常少,社會(huì)上對(duì)煙草行業(yè)的認(rèn)識(shí)存在一定的偏差。企業(yè)內(nèi)部由于受專賣體制的影響,及傳統(tǒng)國(guó)企機(jī)制的影響,企業(yè)存在一定的活力不足的問(wèn)題。企業(yè)缺乏活力,將會(huì)降低企業(yè)核心競(jìng)爭(zhēng)力,在與國(guó)外企業(yè)共同參與市場(chǎng)競(jìng)爭(zhēng)時(shí),更會(huì)處于劣勢(shì),無(wú)法獲取競(jìng)爭(zhēng)優(yōu)勢(shì)。因此,要提升中國(guó)煙草參與國(guó)際市場(chǎng)競(jìng)爭(zhēng)力,就必須要激發(fā)企業(yè)的活力。研究如何激發(fā)企業(yè)活力,首先要分析企業(yè)活力不足的制約因素。企業(yè)活力的不足,造成的原因和影響的因素有很多,但究其關(guān)鍵,人的因素即員工的因素占首要。因此,企業(yè)必須要不斷提升全員綜合素質(zhì)和結(jié)構(gòu),激發(fā)員工活力,從而激發(fā)整個(gè)企業(yè)的活力。 筆者在本研究中,主要研究如何提升員工活力,在大量翻閱國(guó)內(nèi)外文獻(xiàn)的基礎(chǔ)上,對(duì)相關(guān)研究的理論進(jìn)行精煉。在吸收消化相關(guān)理論的基礎(chǔ)上,對(duì)SCYC公司的員工隊(duì)伍情況、人力資源管理狀況、員工活力情況進(jìn)行調(diào)研,在調(diào)研的基礎(chǔ)之上分析員工活力存在的問(wèn)題,以及造成這些問(wèn)題的原因所在。針對(duì)問(wèn)題和原因,筆者在自定的思路和人力資源管理理念基礎(chǔ)上,有針對(duì)性的提出提升員工活力的意見(jiàn)建議,以期在實(shí)施后確能提升員工活力,進(jìn)而提升企業(yè)活力。 筆者在調(diào)研的基礎(chǔ)上,對(duì)影響員工活力的因素進(jìn)行了分析,得出的結(jié)論是,對(duì)員工實(shí)行身份管理、個(gè)體內(nèi)在因素、人力資源管理的環(huán)節(jié)、領(lǐng)導(dǎo)因素、企業(yè)文化都會(huì)對(duì)員工的活力產(chǎn)生影響。目前SCYC公司員工活力狀況較差,人員流動(dòng)率低,因此要扭轉(zhuǎn)這一局面,逐步提升員工活力,形成有序的競(jìng)爭(zhēng)局面,在工作中營(yíng)造競(jìng)爭(zhēng)的氛圍,就必須要針對(duì)影響員工活力的因素進(jìn)行有針對(duì)性的改進(jìn)。筆者建議從轉(zhuǎn)變基本思想、重點(diǎn)改進(jìn)人力資源管理的崗位管理,建立員工綜合素質(zhì)評(píng)價(jià)體系,根據(jù)員工評(píng)價(jià)體系,建立完善相應(yīng)的激勵(lì)機(jī)制、退出機(jī)制等,以期從機(jī)制建設(shè)這一方向激發(fā)員工的活力。
[Abstract]:China tobacco industry has long been a unified leadership, vertical management, monopoly management model. Tobacco industry has long adhered to the low-key person, low-key work corporate culture, by the impact of this culture, the foreign enterprise propaganda is very little, there is a certain deviation in the understanding of the tobacco industry in society. Because of the influence of monopoly system and traditional state-owned enterprise mechanism, there are some problems in the enterprise. The lack of vitality of enterprises will reduce the core competitiveness of enterprises, and when they participate in market competition with foreign enterprises, they will be at a disadvantage and can not obtain the competitive advantage. Therefore, to enhance the competitiveness of Chinese tobacco in the international market, we must stimulate the vitality of enterprises. To study how to stimulate the vitality of enterprises, first of all, we should analyze the restricting factors of the lack of vitality of enterprises. There are many reasons and influencing factors for the lack of enterprise vitality, but the human factor is the most important factor. Therefore, the enterprise must constantly improve the overall quality and structure of the staff, stimulate the vitality of the staff, thereby stimulating the vitality of the whole enterprise. In this study, the author mainly studies how to improve the vitality of employees, and based on a large number of literature at home and abroad, the theory of related research is refined. On the basis of absorbing and digesting relevant theories, this paper investigates the situation of SCYC company's workforce, human resource management and employee vitality, and analyzes the problems existing in employee vitality on the basis of investigation. And the causes of these problems. Aiming at the problems and reasons, the author, on the basis of self-determined thinking and human resource management concept, puts forward some suggestions to improve the vitality of employees, in the hope of promoting the vitality of employees and enterprises after implementation. On the basis of investigation and research, the author analyzes the factors that affect the vitality of employees, and draws the conclusion that the employees are subject to identity management, individual internal factors, human resource management links, leadership factors, etc. Corporate culture will have an impact on the vitality of employees. At present, SCYC has poor employee vitality and low turnover rate. Therefore, it is necessary to reverse this situation, gradually enhance employee vitality, form an orderly competitive situation, and create a competitive atmosphere in the work. We must aim at the factors that affect employees' vitality. The author suggests that we should change our basic ideas, focus on improving the post management of human resources management, establish the comprehensive quality evaluation system of employees, establish and perfect the corresponding incentive mechanism and exit mechanism according to the employee evaluation system, etc. With a view to building this direction from the mechanism to stimulate the vitality of the staff.
【學(xué)位授予單位】：西南財(cái)經(jīng)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;F426.8

【參考文獻(xiàn)】

相關(guān)期刊論文 前6條

1 白利靜;魏帥;;煙草公司的社會(huì)責(zé)任研究[J];法制與社會(huì);2008年02期

2 邵建平,曹凌燕;威脅激勵(lì)的理論與應(yīng)用研究[J];管理現(xiàn)代化;2003年03期

3 馬晶;;西方企業(yè)激勵(lì)理論述評(píng)[J];經(jīng)濟(jì)評(píng)論;2006年06期

4 鐘麗華;;薪酬體系的基本類型及其新發(fā)展[J];經(jīng)濟(jì)與社會(huì)發(fā)展;2007年10期

5 張經(jīng)遠(yuǎn);;管理激勵(lì)理論述評(píng)及應(yīng)用[J];科學(xué)與管理;2006年04期

6 郭麗卿;;企業(yè)激勵(lì)機(jī)制的創(chuàng)新研究[J];中國(guó)行政管理;2006年08期

，

本文編號(hào)：2396036