本文關(guān)鍵詞： 激勵(lì)機(jī)制 策略 保障措施　出處：《蘇州大學(xué)》2014年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：中國(guó)煙草行業(yè)肩負(fù)著提高國(guó)民經(jīng)濟(jì)收入,促進(jìn)經(jīng)濟(jì)增長(zhǎng)的使命，是國(guó)家稅收的主要貢獻(xiàn)者，有“十有其一”的說(shuō)法。隨著經(jīng)濟(jì)全球化腳步的不斷加快，中國(guó)煙草行業(yè)已經(jīng)跨入了《世界煙草控制框架公約》，將面臨著國(guó)際國(guó)內(nèi)雙重經(jīng)營(yíng)環(huán)境約束的深刻變化。 本文是在我國(guó)煙草行業(yè)發(fā)展面臨嚴(yán)重挑戰(zhàn)的外部環(huán)境下，以SG煙草公司為個(gè)案，研究煙草公司激勵(lì)機(jī)制存在的問(wèn)題及完善對(duì)策的現(xiàn)實(shí)依據(jù)。通過(guò)對(duì)SG煙草公司內(nèi)部人力資源的管理問(wèn)題剖析，指出SG煙草公司現(xiàn)行激勵(lì)機(jī)制存在的主要問(wèn)題及原因。在此基礎(chǔ)上設(shè)計(jì)了SG煙草公司員工激勵(lì)機(jī)制的基本框架，，最后提出了重建SG煙草公司員工激勵(lì)機(jī)制的保障措施。 本文認(rèn)為SG煙草公司員工激勵(lì)存在的問(wèn)題主要有以下幾個(gè)方面:一是薪酬激勵(lì)不合理；二是忽視了非物質(zhì)激勵(lì)方式；三是激勵(lì)方式過(guò)于單一，缺乏差異性。 完善SG煙草公司員工激勵(lì)保障措施應(yīng)從確保激勵(lì)機(jī)制實(shí)施的公正、公開(kāi)和公平；以改革人力資源管理；制定科學(xué)合理的激勵(lì)依據(jù)等方面進(jìn)行。
[Abstract]:Chinese tobacco industry shoulder to improve the national income, to promote economic growth of the mission, is the main contribution of national revenue, "the ten one". With the pace of economic globalization is accelerating, China tobacco industry has entered the world "Framework Convention on tobacco control", will be faced with profound changes in the international and domestic double the operating environment constraints.
This paper is in the development of China's tobacco industry is facing serious challenges of the external environment, take the SG tobacco companies as a case, the reality on the basis of the existing research of tobacco companies incentive mechanism problems and countermeasures. Through the management of internal human resources tobacco companies SG analysis, points out the main problems and reasons of the incentive mechanism of SG tobacco companies based on. The design of the basic framework of the incentive mechanism of SG employees of the tobacco companies, finally put forward the safeguard measures of SG tobacco companies employees incentive mechanism reconstruction.
This paper argues that the problems of employee motivation in SG tobacco companies are mainly in the following aspects: first, compensation incentives are unreasonable; two, we ignore the way of immaterial incentives; three, the incentive way is too single and lack of difference.
The improvement of SG tobacco companies staff motivation and safeguard measures should be ensured by the impartiality, openness and fairness of the incentive mechanism, and the reform of human resources management and the establishment of a scientific and reasonable incentive basis.

【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F426.8;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 楊斌;楊清濤;;論企業(yè)管理過(guò)程中的員工激勵(lì)機(jī)制[J];安徽農(nóng)學(xué)通報(bào);2006年11期

2 水會(huì)莉;;我國(guó)企業(yè)薪酬制度發(fā)展研究[J];管理科學(xué)文摘;2005年07期

3 宋增基;鄭海健;張宗益;;公司治理的監(jiān)督機(jī)制與激勵(lì)機(jī)制間的替代效應(yīng)——基于中國(guó)上市公司EVA績(jī)效的實(shí)證研究[J];管理學(xué)報(bào);2011年06期

4 郭瑜;賈佳;;煙草員工在職教育培訓(xùn)激勵(lì)機(jī)制不足的現(xiàn)狀與對(duì)策[J];東方企業(yè)文化;2012年20期

5 起紅偉;;淺談煙草企業(yè)人力資源管理的有效途徑[J];經(jīng)營(yíng)管理者;2014年01期

6 袁江天;張維;;多任務(wù)委托代理模型下國(guó)企經(jīng)理激勵(lì)問(wèn)題研究[J];管理科學(xué)學(xué)報(bào);2006年03期

7 趙庭紅;論人的需要特征及其激勵(lì)管理[J];經(jīng)濟(jì)師;2005年11期

8 張祖華;;淺論人力資源管理與激勵(lì)機(jī)制[J];經(jīng)濟(jì)師;2006年03期

9 蔣福強(qiáng);;薪酬激勵(lì)機(jī)制的若干思考[J];人力資源管理;2011年07期

10 張小永;激勵(lì)理論的綜述及其啟示[J];當(dāng)代教育科學(xué);2004年06期

本文編號(hào)：1495304