本文選題：電力行業(yè) + 激勵機制��； 參考：《西南財經(jīng)大學(xué)》2014年碩士論文

【摘要】：隨著我國電力企業(yè)改革的日益深化,“打破壟斷,引入競爭”的理念逐漸形成,促使我國的電力企業(yè)必須進行更深入的體制機制改革。作為人才密集型行業(yè),人才的競爭已成為電力行業(yè)競爭的核心,有效的激勵和管理員工已成為人力資源發(fā)展的重要方向。在新的競爭形勢下,電力企業(yè)必須改變傳統(tǒng)的陳舊的人事管理模式,引入帶有有效激勵機制的人力資源管理模式,這樣才能提高企業(yè)在行業(yè)中的競爭力。目前,電力企業(yè)自身也引進了不少高素質(zhì)的人才,同時也不斷地在公司內(nèi)部培養(yǎng)和挖掘人才,但是如何利用好人才,給予人才適當?shù)募钍怪疄槠髽I(yè)做更多貢獻,這一重要命題值得我們認真深入地研究下去。因此,要把現(xiàn)代的激勵機制和人力資源管理方法應(yīng)用到供電公司的管理之中,以人為本,吸引人才,留住人才,人盡其才,才能大幅提高公司的技術(shù)水平和競爭力。 本文選取C供電公司作為研究對象,制作了員工需求因素的重要性和激勵因素滿意度的調(diào)查問卷,通過統(tǒng)計出來的反饋信息,隨機抽樣了150名員工,對他們的需求因素以及激勵因素的滿意度進行了調(diào)查分析。除此之外也對C供電公司員工激勵機制的現(xiàn)狀和存在的問題進行了仔細的分析。通過對這些問題和現(xiàn)狀的研究,結(jié)合國內(nèi)外對激勵機制的理論研究和實踐經(jīng)驗,再根據(jù)電力企業(yè)自身的行業(yè)特點,設(shè)計出C供電公司激勵機制的優(yōu)化方案,并制定與之相配套的保障措施,保證激勵機制的實施,以期達到改善C供電公司員工管理的目的。讓激勵機制能夠最大程度地調(diào)動起員工的工作積極性、主動性,將員工的個人目標與企業(yè)的發(fā)展目標協(xié)調(diào)統(tǒng)一,以激勵機制的改善帶動C供電公司的良性、可持續(xù)發(fā)展,提高C供電公司在電力行業(yè)中的競爭力。 本文將不同的激勵理論和激勵方法,靈活地運用于C供電公司員工激勵機制的研究中。針對C供電公司在薪酬、績效、制度、企業(yè)文化等主要方面存在的激勵缺失或不足的問題,提出了具有一定操作性的優(yōu)化方案。也希望通過對C供電公司激勵機制的分析和優(yōu)化,為中國電力企業(yè)或者類似的大型國有企業(yè)的人力資源管理的改革提供新的思路和方法。
[Abstract]:With the deepening of the reform of electric power enterprises in our country, the idea of "breaking monopoly and introducing competition" is gradually formed, which urges the electric power enterprises of our country to carry out deeper reform of system and mechanism. As a talent intensive industry, talent competition has become the core of power industry competition, and effective incentive and management of staff has become an important direction of human resources development. Under the new competition situation, the electric power enterprise must change the traditional old personnel management mode and introduce the human resource management mode with effective incentive mechanism, so as to improve the competitiveness of the enterprise in the industry. At present, electric power enterprises themselves have also introduced a lot of high-quality talents, and at the same time, they have constantly cultivated and excavated talents within the company. However, how to make good use of talents and give them appropriate incentives to make more contributions to the enterprises, This important proposition deserves our careful and thorough study. Therefore, the modern incentive mechanism and human resource management should be applied to the management of the power supply company, so as to attract and retain the talents, so as to greatly improve the technical level and competitiveness of the company. In this paper, C Power supply Company is selected as the research object, and a questionnaire about the importance of employee demand factors and satisfaction of incentive factors is made. 150 employees are randomly sampled through the feedback information. Their demand factors and incentive factors of satisfaction were investigated and analyzed. In addition, the current situation and existing problems of employee incentive mechanism in C power supply company are analyzed carefully. Through the study of these problems and current situation, combined with the theoretical research and practical experience of the incentive mechanism at home and abroad, and according to the industry characteristics of the electric power enterprise, the optimization scheme of the incentive mechanism of C power supply company is designed. In order to improve the management of C power supply company, the corresponding safeguard measures are made to ensure the implementation of incentive mechanism. So that the incentive mechanism can mobilize the enthusiasm and initiative of the staff to the greatest extent, coordinate the individual goal of the staff with the development goal of the enterprise, and promote the benign and sustainable development of C power supply company with the improvement of the incentive mechanism. Improve C power supply company in the power industry competitiveness. In this paper, different incentive theories and methods are flexibly applied to the research of employee incentive mechanism in C power supply company. In order to solve the problem of lack of incentive in C power supply company, such as compensation, performance, system and corporate culture, this paper puts forward some operable optimization scheme. It also hopes to provide new ideas and methods for the reform of human resource management in Chinese power enterprises or similar large state-owned enterprises through the analysis and optimization of the incentive mechanism of C power supply company.
【學(xué)位授予單位】：西南財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.61;F272.92

【參考文獻】

相關(guān)期刊論文 前3條

1 李慶滿;我國上市公司基層員工激勵機制探討[J];理論界;2005年07期

2 張金生;于萍萍;鄔彬;;論企業(yè)的員工激勵[J];商場現(xiàn)代化;2007年32期

3 高俊仿;;風險控制與企業(yè)的激勵機制和文化建設(shè)[J];云南冶金;2006年04期

，

本文編號：1978696