本文選題：基層員工 + 激勵(lì)機(jī)制��； 參考：《東北大學(xué)》2014年碩士論文

【摘要】：近年來(lái),我國(guó)鋼鐵行業(yè)產(chǎn)能長(zhǎng)期過(guò)剩,市場(chǎng)需求嚴(yán)重不足,大部分鋼鐵企業(yè)處于虧損狀態(tài),開(kāi)始探索轉(zhuǎn)型升級(jí)的發(fā)展道路,并相繼實(shí)施了聯(lián)合重組、減員增效等一系列改革措施,很多鋼鐵企業(yè)員工收入銳減,挫傷了工作積極性。建立一套行之有效的員工激勵(lì)機(jī)制,實(shí)現(xiàn)人力資源高效利用,成為許多鋼鐵企業(yè)改革創(chuàng)新的重要組成部分。邯鋼公司是一個(gè)有著50多年歷史的大型國(guó)有企業(yè),曾經(jīng)以"模擬市場(chǎng),成本核算"創(chuàng)造了聞名全國(guó)的"邯鋼經(jīng)驗(yàn)",成為我國(guó)國(guó)有企業(yè)先進(jìn)典型。近些年來(lái),隨著鋼鐵行業(yè)整體形勢(shì)下滑,邯鋼公司也遇到了前所未有的困難。邯鋼公司共有基層操作員工1.9萬(wàn)名,受傳統(tǒng)國(guó)有企業(yè)體制的影響,員工思想理念一時(shí)難以跟進(jìn)企業(yè)改革步伐,職業(yè)倦怠現(xiàn)象較為普遍,工作的積極性和主動(dòng)性亟待提高。本文基于對(duì)鋼鐵行業(yè)未來(lái)形勢(shì)的判斷,結(jié)合邯鋼公司的實(shí)際情況,以馬斯洛層次需求理論、赫茲伯格雙因素理論等激勵(lì)理論為指導(dǎo),通過(guò)調(diào)查分析法,歸納總結(jié)法等方法,針對(duì)基層員工實(shí)際需要,分析基層員工的結(jié)構(gòu)和特點(diǎn),以構(gòu)建"人盡其才,才盡其用"的人才環(huán)境為目標(biāo),從薪酬激勵(lì)、績(jī)效考評(píng)、培訓(xùn)激勵(lì)、職業(yè)發(fā)展規(guī)劃、精神激勵(lì)等五個(gè)方面,有針對(duì)性地研究制定適合邯鋼公司發(fā)展需要的基層操作員工激勵(lì)方案。在薪酬激勵(lì)方面,設(shè)計(jì)了職工崗位成長(zhǎng)工資,解決職工在同一崗位長(zhǎng)期工作薪酬難以提高的問(wèn)題;在職工績(jī)效考評(píng)方面,突出關(guān)鍵指標(biāo),同時(shí)又兼顧全面客觀;在培訓(xùn)激勵(lì)方面,針對(duì)不同需求進(jìn)行不同培訓(xùn),實(shí)現(xiàn)培訓(xùn)實(shí)用管用;在職業(yè)發(fā)展規(guī)劃方面,設(shè)計(jì)出員工雙H型晉升通道,讓員工看到發(fā)展進(jìn)步的希望;在精神激勵(lì)方面,與時(shí)代接軌,使精神激勵(lì)更有時(shí)代感。五個(gè)激勵(lì)方面的綜合運(yùn)用,最大限度地調(diào)動(dòng)基層操作員工的積極性和主動(dòng)性,助力員工快速成長(zhǎng)成才,為公司的科學(xué)健康發(fā)展打造強(qiáng)有力的人才支持。
[Abstract]:In recent years, China's iron and steel industry has a long period of overcapacity and a serious shortage of market demand. Most iron and steel enterprises are in a state of loss. They have begun to explore the development path of transformation and upgrading, and have successively implemented joint reorganization. A series of reform measures, such as reducing staff and increasing efficiency, reduced the income of many iron and steel enterprises and hurt their enthusiasm. It has become an important part of many iron and steel enterprises to establish an effective staff incentive mechanism and realize the efficient use of human resources. Handan Iron and Steel Company is a large state-owned enterprise with a history of more than 50 years. It has created the "Hangang experience" which is famous for its "simulated market and cost accounting", and has become an advanced example of state-owned enterprises in China. In recent years, with the overall situation of the steel industry sliding, Hangang also encountered unprecedented difficulties. Handan Iron and Steel Co., Ltd has 19000 basic operating staff. Under the influence of the traditional state-owned enterprise system, it is difficult for the employees to follow the pace of enterprise reform, the phenomenon of job burnout is relatively common, and the enthusiasm and initiative of work need to be improved. Based on the judgment of the future situation of iron and steel industry, combined with the actual situation of Handan Iron and Steel Company, and guided by Maslow's hierarchy demand theory and Herzberg's two-factor theory, the paper summarizes the method by means of investigation and analysis. In view of the actual needs of grass-roots employees, this paper analyzes the structure and characteristics of grass-roots employees, aiming at the construction of a talent environment of "making the best use of the talents of people", from the aspects of salary incentive, performance appraisal, training incentive, career development planning, etc. Five aspects, such as spiritual motivation, are studied and formulated to meet the needs of Handan Iron and Steel Co., Ltd. In the aspect of salary incentive, the paper designs the growth salary of the staff and workers, solves the problem that it is difficult to improve the salary of the staff and workers in the same post for a long time, stresses the key index in the aspect of the employee's performance appraisal, and at the same time, takes into account the comprehensive and objective. In the aspect of training incentive, according to the different needs of different training, to achieve practical use of training; in the career development planning, design staff double H promotion channel, let the staff see the hope of development and progress; in the aspect of spiritual motivation, In line with the times, the spirit of inspiration has a more sense of the times. The comprehensive application of the five motivations can mobilize the enthusiasm and initiative of the basic operating staff to the maximum extent, help the staff to grow rapidly and become talented people, and create a strong talent support for the scientific and healthy development of the company.
【學(xué)位授予單位】：東北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F272.92;F426.32

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