本文選題：制造業(yè) + 技術(shù)工人��； 參考：《中國海洋大學(xué)》2015年碩士論文

【摘要】：當前,全球經(jīng)濟都進入了一體化時代,我國逐漸成為了世界第二大經(jīng)濟體。經(jīng)濟體制的全而改革,帶動了中國企業(yè)的數(shù)量不斷增加,尤其是制造型的企業(yè)數(shù)量越來越多,而我國憑借著擁有豐富的資源和廉價的勞動力,加上大規(guī)模的生產(chǎn)基地和日益強大的制造能力,已經(jīng)成為名副其實的世界大工廠。企業(yè)之間的競爭在日益加劇,什么是企業(yè)的核心競爭力,成為把握好一個企業(yè)的發(fā)展方向的關(guān)鍵點。任何公司在生產(chǎn)要素的經(jīng)營過程,包括資金,土地,技術(shù),市場營銷,人力等方面,包括人力資源,正逐步被重視作為企業(yè)的核心競爭力的管理。在制造型企業(yè)中,人力資源包含了管理類人員、專業(yè)技術(shù)人員和技術(shù)工人,這三種類型的人在企業(yè)中呈金字塔分布。其中,企業(yè)生產(chǎn)產(chǎn)品的最終實現(xiàn)者就是一線的技術(shù)工人,而如何最大程度的發(fā)揮技術(shù)工人的作用,如何能通過對工人的激勵來達到提高工作效率的目的,如何能鼓勵技術(shù)工人的主觀能動性最大化,是企業(yè)管理者要面臨的一個很重要的管理問題。本文通過對中國制造業(yè)技術(shù)工人如何激勵及激勵思想的發(fā)展背景和過程中存在的問題進行分析,并以國內(nèi)外相關(guān)資料和文獻為基礎(chǔ),通過多層次,多角度的分析,以PMC技術(shù)工人激勵制度的現(xiàn)狀和問題為主要分析點,采用問卷調(diào)查法,訪談法對技術(shù)工人的工作需求方面和工作滿意度做調(diào)查和分析,找到針對于技術(shù)工人的激勵要點,有目標地進行技術(shù)工人的激勵措施,充分調(diào)動技術(shù)工人的工作主動性和創(chuàng)造性,努力提高技術(shù)工人的工作效率,為了保證公司的快速穩(wěn)定的發(fā)展,企業(yè)必須要建立自身的核心競爭力。PMC公司技術(shù)工人的激勵措施的實施保障主要從企業(yè)的軟硬環(huán)境的角度來分析并實施,一方面是企業(yè)的軟環(huán)境,即企業(yè)文化的環(huán)境：一方面是企業(yè)的硬環(huán)境,包括企業(yè)內(nèi)部公司工作環(huán)境、工作設(shè)施等。對技術(shù)工人目前存在的問題進行有針對性的措施實施,保障每一項措施都能合情合理并落實到位,通過多層次多角度地進行人力資源管理體系的整合,很好地完善了對技術(shù)工人的激勵措施,為公司技術(shù)工人在招聘、培訓(xùn)、發(fā)展和保留,具有重要的現(xiàn)實意義。本文的研究成果對其他擁有類似生產(chǎn)線的制造性企業(yè)的技術(shù)工人的激勵機制也有一定的參考作用。
[Abstract]:At present, the global economy has entered the era of integration, China has gradually become the second largest economy in the world. The overall reform of the economic system has led to an increase in the number of Chinese enterprises, especially the number of manufacturing enterprises. China relies on abundant resources and cheap labor. Combined with a large-scale production base and increasingly powerful manufacturing capabilities, has become the world's largest factory worthy of the name. The competition among enterprises is becoming more and more serious. What is the core competence of an enterprise becomes the key point to grasp the development direction of an enterprise. Any company in the production factor management process, including capital, land, technology, marketing, human resources and other aspects, including human resources, is gradually being taken as the core competitiveness of the enterprise management. In manufacturing enterprises, human resources include management personnel, professional technicians and skilled workers. These three types of people are distributed pyramid in the enterprise. Among them, the ultimate implementer of the enterprise production product is the first-line skilled workers, and how to maximize the role of skilled workers, how to motivate workers to achieve the purpose of improving work efficiency, How to encourage skilled workers to maximize their initiative is a very important management problem for enterprise managers. This paper analyzes the development background and problems in the process of how to motivate and motivate the skilled workers in China's manufacturing industry, and based on the relevant information and literature at home and abroad, through the multi-level, multi-angle analysis. Taking the current situation and problems of the incentive system of skilled workers in PMC as the main analysis points, this paper makes an investigation and analysis on the aspect of job demand and job satisfaction of skilled workers by means of questionnaire survey and interviews, and finds out the key points of incentive for skilled workers. In order to ensure the rapid and stable development of the company, the incentive measures for skilled workers should be carried out in a targeted manner, and the initiative and creativity of skilled workers should be fully mobilized, and the work efficiency of skilled workers should be improved. Enterprises must establish their own core competence. The implementation of incentive measures for technical workers in PMC Company is mainly analyzed and implemented from the point of view of the soft and hard environment of the enterprise, on the one hand, the soft environment of the enterprise. That is, the environment of corporate culture: on the one hand, the company's hard environment, including the company's internal working environment, working facilities, and so on. To carry out targeted measures to solve the existing problems of skilled workers, to ensure that each measure can be reasonably implemented and put into effect, and to integrate the human resources management system in a multi-level and multi-angle way. It is of great practical significance to perfect the incentive measures for the skilled workers and to recruit, train, develop and retain the skilled workers in the company. The research results of this paper can also be used as a reference for the incentive mechanism of other manufacturing enterprises with similar production lines.
【學(xué)位授予單位】：中國海洋大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92

【相似文獻】

相關(guān)期刊論文 前10條

1 相適;企業(yè)發(fā)展離不開技術(shù)工人[J];中國機電工業(yè);2001年20期

2 ;關(guān)注技工發(fā)展權(quán) 提高企業(yè)競爭力——“技術(shù)工人價值實現(xiàn)研討會”綜述[J];企業(yè)文明;2002年12期

3 虞順康;;重視技術(shù)工人的勞動價值[J];工會理論研究.上海工會管理干部學(xué)院學(xué)報;2002年05期

4 鄧成和;技術(shù)工人斷層亟待解決[J];企業(yè)文明;2003年05期

5 ;赴馬來西亞技術(shù)工人就業(yè)信息[J];福建勞動和社會保障;2003年12期

6 馮富珍,張青松;技術(shù)工人缺乏狀況及原因分析[J];中國統(tǒng)計;2004年07期

7 任文舉;技術(shù)工人緊缺對我國企業(yè)的影響及對策研究[J];大眾科技;2004年09期

8 陳明杰;技術(shù)工人也是人才[J];經(jīng)營與管理;2005年05期

9 居吉榮;;技術(shù)工人也是人才[J];建筑;2006年21期

10 程梅珍;;當前天津市技術(shù)工人培養(yǎng)機制的問題與對策[J];環(huán)渤海經(jīng)濟w，

本文編號：1828737