XJ學院教職工激勵機制研究
本文關(guān)鍵詞:XJ學院教職工激勵機制研究 出處:《西北大學》2013年碩士論文 論文類型:學位論文
【摘要】:近二十年,中國的民辦教育發(fā)展迅速,無論是在數(shù)量上還是在校生總數(shù)上都表現(xiàn)出了強勁的勢頭。面對日益劇烈的競爭,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)境的大機遇、大挑戰(zhàn),同時也要做好內(nèi)部機制的調(diào)整,尤其是制定并完善激勵機制,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學院作為陜西乃至全國著名的民辦高校,其教職員工近兩千人,在新形勢下,面對機遇和挑戰(zhàn),如何穩(wěn)定這個隊伍,人力資源管理激勵機制將起很重要的作用。本文運用案例研究法、文獻分析法、定量分析與定性分析相結(jié)合及實際調(diào)查法等多種研究方法對xJ學院激勵機制進行優(yōu)化設(shè)計。首先回顧了激勵的相關(guān)理論,通過閱讀大量的文獻,了解國內(nèi)外激勵發(fā)展的狀況。其次,通過對XJ學院進行介紹,分析其激勵機制存在的問題和原因。再次,運用相關(guān)激勵理論結(jié)合學院具體情況設(shè)計了激勵機制方案,即把物質(zhì)激勵與精神激勵結(jié)合起來,在物質(zhì)激勵中可以把公平的薪酬福利待遇與“暗獎”結(jié)合起來;在精神激勵中注重教職工的自我價值的實現(xiàn),讓員工適時參與決策;指出激勵并不是越多越好,要把握好尺度;提供了保障實施的措施,確保激勵機制能夠發(fā)揮最大的作用。最后,闡述了本文的局限性及需要進一步研究的問題。 本文理論聯(lián)系實際,針對XJ學院激勵存在的問題進行分析,設(shè)計了一個客觀、公平的激勵方案,利于激發(fā)教職工的積極性、創(chuàng)造性和主觀能動性,并為XJ學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.
【學位授予單位】:西北大學
【學位級別】:碩士
【學位授予年份】:2013
【分類號】:G647.2
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