本文關(guān)鍵詞：XJ學(xué)院教職工激勵(lì)機(jī)制研究　出處：《西北大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 民辦高校 激勵(lì)機(jī)制 人力資源

【摘要】：近二十年,中國(guó)的民辦教育發(fā)展迅速,無(wú)論是在數(shù)量上還是在校生總數(shù)上都表現(xiàn)出了強(qiáng)勁的勢(shì)頭。面對(duì)日益劇烈的競(jìng)爭(zhēng),民辦高校開始了從外延發(fā)展向內(nèi)涵發(fā)展的轉(zhuǎn)變,除了要做好迎接外部環(huán)境的大機(jī)遇、大挑戰(zhàn),同時(shí)也要做好內(nèi)部機(jī)制的調(diào)整,尤其是制定并完善激勵(lì)機(jī)制,吸引并留住人才成為人力資源工作的重心,受到了前所未有的重視。 XJ學(xué)院作為陜西乃至全國(guó)著名的民辦高校,其教職員工近兩千人,在新形勢(shì)下,面對(duì)機(jī)遇和挑戰(zhàn),如何穩(wěn)定這個(gè)隊(duì)伍,人力資源管理激勵(lì)機(jī)制將起很重要的作用。本文運(yùn)用案例研究法、文獻(xiàn)分析法、定量分析與定性分析相結(jié)合及實(shí)際調(diào)查法等多種研究方法對(duì)xJ學(xué)院激勵(lì)機(jī)制進(jìn)行優(yōu)化設(shè)計(jì)。首先回顧了激勵(lì)的相關(guān)理論,通過閱讀大量的文獻(xiàn),了解國(guó)內(nèi)外激勵(lì)發(fā)展的狀況。其次,通過對(duì)XJ學(xué)院進(jìn)行介紹,分析其激勵(lì)機(jī)制存在的問題和原因。再次,運(yùn)用相關(guān)激勵(lì)理論結(jié)合學(xué)院具體情況設(shè)計(jì)了激勵(lì)機(jī)制方案,即把物質(zhì)激勵(lì)與精神激勵(lì)結(jié)合起來(lái),在物質(zhì)激勵(lì)中可以把公平的薪酬福利待遇與“暗獎(jiǎng)”結(jié)合起來(lái)；在精神激勵(lì)中注重教職工的自我價(jià)值的實(shí)現(xiàn),讓員工適時(shí)參與決策；指出激勵(lì)并不是越多越好,要把握好尺度；提供了保障實(shí)施的措施,確保激勵(lì)機(jī)制能夠發(fā)揮最大的作用。最后,闡述了本文的局限性及需要進(jìn)一步研究的問題。 本文理論聯(lián)系實(shí)際,針對(duì)XJ學(xué)院激勵(lì)存在的問題進(jìn)行分析,設(shè)計(jì)了一個(gè)客觀、公平的激勵(lì)方案,利于激發(fā)教職工的積極性、創(chuàng)造性和主觀能動(dòng)性,并為XJ學(xué)院人力資源部門提供借鑒。
[Abstract]:For nearly twenty years, the rapid development of private education China, either in quantity or in the total number of students have shown a strong momentum. In the face of increasingly fierce competition, private universities are beginning to change from extensive development to the connotation of development, in addition to prepare for the opportunities and challenges of the external environment, but also to do the internal adjustment mechanism, especially to develop and improve the incentive mechanism to attract and retain talents become the focus of the work of human resources, has been hitherto unknown attention.
Shaanxi XJ College as well as the famous private universities, the staff of nearly two thousand people, in the new situation, facing opportunities and challenges, how to stabilize the team, the incentive mechanism of human resource management will play a very important role. In this paper, using the method of case study, literature analysis, quantitative analysis and qualitative analysis and practice the survey method and other research methods to optimize the design of incentive mechanism of xJ college. Firstly reviews the relevant theories of motivation, through extensive reading of literature, understanding of domestic and international incentive development situation. Secondly, based on the XJ, in the introduction, the analysis of problems and reasons in the existing incentive mechanism. Thirdly, the specific circumstances related to the use of incentive School of design theory combined with the incentive mechanism, namely the material and spiritual incentive combination in material incentive can make fair compensation and "dark" award. Together; focus on the staff in the spiritual incentive value of self, let employees timely participation in decision-making; and points out that the motivation is not the more the better, to grasp the scale; provide security measures, to ensure that the incentive mechanism can play the biggest role. Finally, expounds the limitations of this paper and the problems that need further study.
Combining theory with practice, aiming at the problems existing in XJ Institute's incentive, this paper designs an objective and fair incentive plan, which is conducive to inspiring the enthusiasm, creativity and subjective initiative of faculty, and provides reference for XJ College's human resources department.

【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)】：G647.2

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