發(fā)布時間：2018-06-26 06:09

  本文選題：員工激勵 + 激勵對策　； 參考：《哈爾濱工業(yè)大學》2015年碩士論文

【摘要】：事業(yè)單位改革的話題在近些年來不斷升溫,國家的相關(guān)機構(gòu)正在不斷實施措施保障中國廣大事業(yè)單位順利改革。而在這個由“國家保護”向“自由市場競爭”的轉(zhuǎn)變過程中,會出現(xiàn)或多或少的問題。這其中,與員工相關(guān)的問題更容易顯現(xiàn)出來。當中的人員激勵問題,又是重中之重。本文基于曾經(jīng)的工作單位——黑龍江省建筑材料工業(yè)規(guī)劃設(shè)計研究院(以下簡稱JC研究院)的情況而撰寫。由于歷史原因,該單位的員工激勵不夠規(guī)范。員工的主觀能動性沒有能夠充分發(fā)揮,所以員工工作積極程度也并不理想,有很大上升的空間。如果以這樣的工作狀態(tài)接受市場的檢驗,很顯然是不具競爭力的。本文以人力資源和組織行為學中的激勵理論為理論基礎(chǔ),結(jié)合該單位的實際情況,對員工進行了多方面的分析。同時,又通過制作相關(guān)方面的調(diào)查問卷,收集到了一些資料,包括員工的思考方式、對于現(xiàn)狀的看法、對單位的期望以及自身未來的打算等。經(jīng)過對問卷的結(jié)果進行綜合分析之后,了解到現(xiàn)在研究院物質(zhì)激勵與精神激勵均有缺失和不足。其中物質(zhì)激勵現(xiàn)狀包括薪資水準低、績效管理缺失、五險一金比例低、補貼與時代相脫節(jié)等;精神激勵現(xiàn)狀包括員工培訓投入少、晉升制度不完善和員工評優(yōu)無效果等。這些現(xiàn)狀歸結(jié)出一系列問題:領(lǐng)導管理觀念保守、人事管理制度有疏漏、員工職業(yè)倦怠和上級單位限定因素等。本文針對上述提出的問題,進行了改進對策研究。針對管理觀念保守方面,要注重員工職業(yè)規(guī)劃發(fā)展和員工培訓計劃的制定;針對人事管理制度,要重視招聘環(huán)節(jié),同時降低人才流動率;針對員工職業(yè)倦怠,應(yīng)該建立復合式薪酬體系、落實績效考核制度和加強員工工作細致程度等。文章的最后,又提出了一些保障措施,以協(xié)助激勵措施的實施。其中包括:改善辦公及試驗條件、配套多樣化人文關(guān)懷、增進同事間溝通、嘗試新的崗位模式、完善現(xiàn)代化信息系統(tǒng)等。
[Abstract]:The topic of institution reform has been heated up in recent years, and the relevant institutions of the state are implementing measures to ensure the smooth reform of the vast number of public institutions in China. In this transition from "national protection" to "free market competition," there will be more or less problems. Among them, the problem that relates to employee is easier to appear. Among them, the issue of staff motivation is a top priority. This paper is based on the situation of Heilongjiang Institute of Industrial Planning and Design of Building Materials (hereinafter referred to as JC Research Institute). Due to historical reasons, the unit's staff incentives are not standardized. The subjective initiative of employees is not fully brought into play, so the degree of positive work of employees is not ideal, and there is a great room for improvement. If the market is tested in such a state of work, it is clearly not competitive. Based on the motivation theory of human resources and organizational behavior and the actual situation of this unit, this paper analyzes the employees from many aspects. At the same time, through the production of related questionnaires, collected some information, including the way of thinking of employees, to the current situation, the expectations of the unit and their own future plans and so on. After a comprehensive analysis of the results of the questionnaire, we know that there are deficiencies in material motivation and spiritual motivation. Among them, the current situation of material incentive includes low salary level, lack of performance management, low proportion of five risks and one gold, disconnection between subsidy and the times, and so on; the present situation of spiritual incentive includes less investment in staff training, imperfect promotion system and ineffective evaluation of staff. These problems can be summed up in a series of problems: conservative management concept of leadership, omission of personnel management system, burnout of employees and limited factors of superior units, etc. In view of the above mentioned problems, the improvement countermeasures are studied in this paper. In view of the conservative management concept, we should pay attention to the development of employees' career planning and the formulation of employee training plans; to the personnel management system, we should attach importance to the recruitment process, and at the same time reduce the turnover rate of talent; in the light of the employees' job burnout, We should establish the compound salary system, implement the performance appraisal system and strengthen the degree of detail of the staff work. At the end of the article, some safeguard measures are put forward to assist the implementation of incentive measures. These include: improving office and experimental conditions, supporting diversified humanistic care, enhancing communication among colleagues, trying new post mode, perfecting modern information system and so on.
【學位授予單位】：哈爾濱工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：D630.3

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本文編號：2069451