發(fā)布時(shí)間：2018-06-03 09:06

  本文選題：激勵(lì) + 員工　； 參考：《西南交通大學(xué)》2014年碩士論文

【摘要】：從古至今,無(wú)論是社會(huì)的進(jìn)步還是公司的發(fā)展都需要人力推動(dòng),因此,人力資源比技術(shù)資源、物質(zhì)資源等其它資源都更為寶貴,其重要性不言而喻。在公司人力資源管理中,無(wú)論是績(jī)效、薪資與福利、職業(yè)生涯規(guī)劃等機(jī)制或體系的建立,都是激勵(lì)手段的不同表現(xiàn)形式,希望通過(guò)有效的激勵(lì)手段激發(fā)員工的主觀能動(dòng)性,為公司持續(xù)創(chuàng)造最大價(jià)值。激勵(lì)已成為人力資源管理的核心,是諸多學(xué)者探討研究的熱點(diǎn)。 本文以S公司為研究對(duì)象。根據(jù)公司目前在人員的現(xiàn)狀分析,發(fā)掘公司在人員激勵(lì)方面存在的問(wèn)題。通過(guò)訪談?wù){(diào)查、問(wèn)卷調(diào)查、分析調(diào)查等實(shí)地調(diào)研方法收集數(shù)據(jù),通過(guò)調(diào)查結(jié)果的統(tǒng)計(jì)分析,基于相關(guān)激勵(lì)理論從物質(zhì)激勵(lì)和精神激勵(lì)兩個(gè)方面,為S公司建立有利于自身發(fā)展的人員激勵(lì)體系。 本論文的創(chuàng)新之處在于將獨(dú)立的薪酬、績(jī)效及職業(yè)生涯規(guī)劃這三部分內(nèi)容以員工激勵(lì)為導(dǎo)向整合成邏輯關(guān)聯(lián)性強(qiáng)、切實(shí)有效的員工激勵(lì)體系。其中,在績(jī)效管理中結(jié)合房地產(chǎn)企業(yè)多項(xiàng)目運(yùn)營(yíng)特點(diǎn),以計(jì)劃體系為基礎(chǔ),設(shè)計(jì)績(jī)效考核方案,建立考核指標(biāo)庫(kù)。將績(jī)效考核結(jié)果及時(shí)、有效應(yīng)用,確保實(shí)現(xiàn)激勵(lì)效果。本論文的研究結(jié)果為該公司實(shí)施員工激勵(lì)措施提供指導(dǎo),并為同行業(yè)公司員工激勵(lì)提供參考。
[Abstract]:Since ancient times, both the progress of the society and the development of the company need human resources, therefore, human resources are more valuable than technical resources, material resources and other resources, its importance is self-evident. In human resource management, whether the performance, salary and benefits, career planning and other mechanisms or systems are different forms of incentive means, hoping to stimulate the subjective initiative of employees through effective incentives. Create maximum value for the company on a continuous basis. Motivation has become the core of human resource management and is a hot topic for many scholars. This paper takes S Company as the research object. According to the current situation of the company in the personnel analysis, explore the company in the personnel incentive problems. Through interviews, questionnaires, analysis and other field research methods to collect data, through the statistical analysis of the results of the survey, based on the relevant incentive theory from material incentives and spiritual incentives two aspects, For S Company to establish a conducive to their own development of the staff incentive system. The innovation of this paper is to integrate the three parts of independent compensation, performance and career planning, which are guided by employee motivation, into a highly relevant and effective employee incentive system. According to the characteristics of multi-project operation of real estate enterprises and based on the planning system, the performance evaluation scheme is designed and the evaluation index database is established in the performance management. Timely and effective application of performance appraisal results to ensure the achievement of incentive effect. The results of this paper provide guidance for the company to implement employee incentive measures, and provide a reference for the same industry companies.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92

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本文編號(hào)：1972228