【摘要】：激勵(lì)不是操縱,不是控制,而是對(duì)人需要的滿足,是通過(guò)合理的滿足員工的需要來(lái)激勵(lì)員工的積極性。但是長(zhǎng)期以來(lái),企業(yè)對(duì)中層人員的激勵(lì)在認(rèn)識(shí)和操作上有誤區(qū),導(dǎo)致企業(yè)的中層管理人員不能在最大作用上發(fā)揮個(gè)人價(jià)值。中層管理人員感受到的激勵(lì)程度的高低,會(huì)影響中層管理人員的工作積極性和工作效率,進(jìn)而影響企業(yè)的長(zhǎng)期穩(wěn)定和持續(xù)發(fā)展。明確企業(yè)中層管理人員的激勵(lì)需求、確定各激勵(lì)因素對(duì)企業(yè)中層管理人員的激勵(lì)影響的大小,對(duì)企業(yè)中提高中層管理人員的激勵(lì)感受、工作積極性和工作效率有非常重要的意義。本文研究的對(duì)象,HG公司成立于2003年6月,HG公司的經(jīng)營(yíng)要素和資源要素雖然從總體上來(lái)說(shuō)與其它企業(yè)大致相同,但在各要素的比重和排序上有很大區(qū)別。高校的科研生產(chǎn)型企業(yè)的經(jīng)營(yíng)要素主要包括研究與開(kāi)發(fā)、市場(chǎng)與銷(xiāo)售、支持與服務(wù)、公司服務(wù)、內(nèi)部管理五大方面,其中以研發(fā)與生產(chǎn)為最重要的經(jīng)營(yíng)要素；高校的科研生產(chǎn)型企業(yè)的資源要素主要包括人力、技術(shù)與產(chǎn)品、營(yíng)銷(xiāo)服務(wù)網(wǎng)絡(luò)、用戶群、合作伙伴、品牌及工業(yè)產(chǎn)權(quán)、資金及其他有形資產(chǎn)七個(gè)方面,其中以人力資源為最重要的資源,尤其是占據(jù)企業(yè)中堅(jiān)階層的管理者們。然而,在最新的員工滿意度調(diào)查中,中層管理者對(duì)工作和公司的滿意度低下讓公司高層感到十分驚訝,顯然公司中層管理者的激勵(lì)機(jī)制出現(xiàn)一些問(wèn)題。過(guò)多的負(fù)向激勵(lì)而沒(méi)有正向激勵(lì)、高壓的業(yè)務(wù)工作和缺乏榮譽(yù)感的職業(yè)經(jīng)歷讓公司的中間梁柱們過(guò)得并不開(kāi)心。對(duì)于HG公司來(lái)說(shuō),中層管理人員的激勵(lì)問(wèn)題是最關(guān)鍵也是最重要的。正確的認(rèn)識(shí)他們的價(jià)值,充分了解他們的需求,重點(diǎn)研究相關(guān)激勵(lì)措施是HG公司的發(fā)展不可缺少的。這也是本文研究的意義所在。論文主要分為以下幾個(gè)部分：第一章是緒論,主要論述了本文選擇題目的首要考慮的背景、參照的專(zhuān)家提出的概念性的釋義及現(xiàn)實(shí)釋義、考慮方式與要領(lǐng),并對(duì)國(guó)內(nèi)外研究的近況做了整體梳理和評(píng)估。第二章闡述人力資源的理論,主要探討了激勵(lì)理論和激勵(lì)機(jī)制。第三章是HG公司概況和中層人員激勵(lì)機(jī)制,主要描述了HG公司的人力資源概況,利用案例的方式描述的HG公司中層人員激勵(lì)機(jī)制存在的問(wèn)題。第四章是HG公司概況和中層人員激勵(lì)機(jī)制問(wèn)題分析,本章是針對(duì)第三章的所描述的問(wèn)題進(jìn)行了分析。第五章是HG公司中層管理者激勵(lì)機(jī)制的改進(jìn)：從構(gòu)建成長(zhǎng)激勵(lì)與工作激勵(lì)結(jié)合的機(jī)制,重視情感激勵(lì)與文化激勵(lì),薪酬激勵(lì)體系再設(shè)計(jì)三個(gè)方面來(lái)改進(jìn)了HG公司中層管理者的激勵(lì)機(jī)制問(wèn)題。
[Abstract]:Motivation is not manipulation, not control, but the satisfaction of human needs. However, for a long time, there are some misunderstandings in the knowledge and operation of the incentive to the middle managers, which leads to the inability of the middle managers to give full play to their personal value. The level of incentive felt by middle managers will affect the enthusiasm and efficiency of middle managers, and then affect the long-term stability and sustainable development of enterprises. Make clear the incentive demand of middle managers, determine the influence of incentive factors on middle managers, and improve the incentive feelings of middle managers in enterprises. Work enthusiasm and work efficiency have very important significance. Although the operating and resource elements of HG Company, which was founded in June 2003, are roughly the same as those of other enterprises, the proportion and ranking of these elements are quite different. The management elements of scientific research and production enterprises in colleges and universities mainly include five aspects: research and development, market and sales, support and service, company service and internal management, among which R & D and production are the most important management elements. The resource elements of scientific research and production enterprises in colleges and universities mainly include human resources, technology and products, marketing service networks, user groups, partners, brand and industrial property rights, funds and other tangible assets. Human resources are the most important resources, especially the managers who occupy the backbone of enterprises. However, in the latest employee satisfaction survey, the low level of job and company satisfaction of middle managers surprised the top management of the company, and it was clear that there were some problems in the incentive mechanism of the middle managers. Too many negative incentives and no positive incentives, high-pressure business jobs and lack of honor in the career experience make the company's middle Liang Zhu not happy. For HG Company, the incentive problem of middle management is the most critical and important. The development of HG Company is indispensable to understand their value, fully understand their needs, and focus on the relevant incentives. This is also the significance of this study. The paper is divided into the following parts: the first chapter is the introduction, which mainly discusses the background of the primary consideration of this paper, the reference of the experts put forward the conceptual and realistic interpretation, the way and essentials of the consideration. And the domestic and foreign research recent situation has made the overall combing and the appraisal. The second chapter expounds the theory of human resources, mainly discusses the incentive theory and incentive mechanism. The third chapter is the general situation of HG Company and the incentive mechanism of mid-level personnel. It mainly describes the human resource situation of HG Company and the problems of the incentive mechanism of mid-level staff in HG Company by case study. The fourth chapter is the analysis of HG company's general situation and middle level incentive mechanism, this chapter is to analyze the problems described in the third chapter. The fifth chapter is the improvement of the incentive mechanism of middle managers in HG company: from the construction of growth incentive and job incentive mechanism, pay attention to emotional incentive and cultural incentive. The compensation incentive system is designed to improve the incentive mechanism of middle managers in HG Company.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92

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