本文選題：新員工　切入點：激勵機(jī)制　出處：《廣西師范大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著社會經(jīng)濟(jì)的不斷發(fā)展壯大,與之相應(yīng)的機(jī)制體系也在逐漸地發(fā)生變化,經(jīng)濟(jì)、政治、文化都有了驚人的發(fā)展,企業(yè)領(lǐng)域中人力資源的管理也在不斷的進(jìn)行調(diào)整,在全球化經(jīng)濟(jì)的影響下,中西方的文化有了越來越多的交集,這些變化,對剛進(jìn)入企業(yè)的工作人員將產(chǎn)生很大的影響,這些影響主要表現(xiàn)在他們的思想和行為上,一個人思想的改變,就會致使自己的需求和行為意識發(fā)生質(zhì)的變化。企業(yè)工作人員的變化,將導(dǎo)致企業(yè)原有的激勵體系跟不上時代的變化,使其不但不能產(chǎn)生積極的作用,還可能給企業(yè)帶來不良影響。如何調(diào)整原有的體制,建立一個行之有效的新激勵體制受到了廣泛的關(guān)注和重視。激勵的作用已經(jīng)得到了明顯的提升,從過去僅僅是為了留住企業(yè)員工的這一方面,上升到如果能夠建立有效的激勵政策,那么就可以調(diào)動員工工作的積極性,為企業(yè)創(chuàng)造更多的價值,為企業(yè)的長遠(yuǎn)發(fā)展提供了有利的保障。 本文以激勵的有關(guān)理論知識為基礎(chǔ),以W制造產(chǎn)業(yè)為研究對象,通過對企業(yè)新員工進(jìn)行問卷調(diào)查,按不同學(xué)歷、工作職位等進(jìn)行詳細(xì)地劃分,采用調(diào)查研究與歸納演繹相結(jié)合、理論研究與實踐應(yīng)用相結(jié)合、定性分析與定量分析相結(jié)合的方法,對調(diào)查結(jié)果的數(shù)據(jù)進(jìn)行匯總和統(tǒng)計,利用波特量表,對企業(yè)員工的滿意度和需求進(jìn)行研究,找到更加有效的激勵機(jī)制體系。在此論文中,把員工需求基礎(chǔ)當(dāng)做首要研究認(rèn)為,深刻的分析了新員工的職業(yè)背景及特點,通過借鑒激勵現(xiàn)狀滿意程度和需求調(diào)查統(tǒng)計數(shù)據(jù),目的是對W公司新員工激勵現(xiàn)狀做出分析,探尋其存在的問題,并得出相應(yīng)的解決策略；按照激勵理論,借鑒一些優(yōu)秀的研究成果,對該公司新員工的激勵機(jī)制做了優(yōu)化和構(gòu)建。關(guān)于激勵機(jī)制,文章最后的結(jié)論是,相較于W公司新員工來說,第一、需建構(gòu)培訓(xùn)激勵體系,用來關(guān)注新員工的個人職業(yè)發(fā)展需求；第二、是建構(gòu)物質(zhì)激勵體系,它是以優(yōu)化薪酬激勵體系,滿足其物質(zhì)需求；第三、是建構(gòu)合理規(guī)范的科學(xué)管理制度的激勵體系；最后是建構(gòu)積極的企業(yè)文化激勵體系,它是需要按照“以人為本”的理念為核心的。在文中還提出了關(guān)于選人、識人、用人的人力資源配套的制度,做好企業(yè)內(nèi)部的傳幫帶,不斷優(yōu)化績效考評制度可當(dāng)做新員工激勵方案真正落到實處的有力保障。
[Abstract]:With the continuous development of social economy, the corresponding mechanism system is gradually changing. The economy, politics and culture have made amazing development, and the management of human resources in the enterprise field has been constantly adjusted. Under the influence of the global economy, the culture of China and the West has become more and more intertwined. These changes will have a great impact on the staff who have just entered the enterprise. These influences are mainly manifested in their thinking and behavior. The change of one's thinking will lead to a qualitative change in one's own needs and behavioral consciousness. The change of enterprise staff will cause the original incentive system of an enterprise to fail to keep up with the changes of the times, making it not only unable to produce a positive effect. How to adjust the original system and establish an effective new incentive system has received extensive attention and attention. The role of incentive has been obviously enhanced. From this aspect of retaining employees in the past, to the extent that effective incentive policies can be set up, employees can be motivated to work and create more value for the enterprise. For the long-term development of enterprises to provide favorable protection. Based on the relevant theoretical knowledge of motivation, this paper takes W manufacturing industry as the research object, through the questionnaire survey to the new employees of enterprises, according to the different educational background, work position and so on to carry on the detailed division, With the combination of investigation and deduction, theoretical research and practice, qualitative analysis and quantitative analysis, the data of the investigation results are collected and counted, and the Porter scale is used. In this paper, the basis of employee needs as the first research, in-depth analysis of the professional background and characteristics of new employees, the study of employee satisfaction and demand, find out a more effective incentive mechanism system, in this paper, the basis of employee needs as the first research, in-depth analysis of the new employee's professional background and characteristics, The purpose of this paper is to analyze the current situation of motivation of new employees in W Company, to find out the existing problems, and to obtain the corresponding solving strategies, according to the incentive theory, by using the statistical data of satisfaction and demand investigation of incentive status quo for reference. Using some excellent research results for reference, this paper optimizes and constructs the incentive mechanism of the new employees of the company. The final conclusion of the article is that, compared with the new employees of W Company, the first is to construct the training incentive system. The second is to construct a material incentive system, which is to optimize the salary incentive system to meet its material needs, third, to construct a reasonable and standardized scientific management system. Finally, it is to construct an active corporate culture incentive system, which needs to be based on the idea of "people-oriented". In this paper, it also puts forward a system of matching human resources for selecting, recognizing and employing people, and doing a good job of transferring and helping the band inside the enterprise. Continuous optimization of performance appraisal system can be regarded as the effective guarantee of new employee incentive scheme.
【學(xué)位授予單位】：廣西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.4

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