【摘要】：企業(yè)是社會經(jīng)濟(jì)發(fā)展職能的主要角色扮演者,而企業(yè)核心人才又是實(shí)現(xiàn)這一角色職能的主要承擔(dān)者,他們在企業(yè)內(nèi)部占據(jù)著整個(gè)企業(yè)非常核心的位置,并發(fā)揮著舉足輕重的作用�？v觀我國企業(yè)發(fā)展現(xiàn)狀,核心人才的長期激勵(lì)不足,對企業(yè)核心競爭力的塑造和內(nèi)部人力資源的合理配置及發(fā)展已經(jīng)帶來了嚴(yán)重的影響。因此,為了充分發(fā)揮核心人才的主觀能動(dòng)性和創(chuàng)造力,使他們成為企業(yè)可持續(xù)發(fā)展的動(dòng)力之源,現(xiàn)代企業(yè)紛紛探索一種長效的激勵(lì)機(jī)制,實(shí)踐證明股權(quán)激勵(lì)可以有效地統(tǒng)一核心人才與企業(yè)目標(biāo),對長效激勵(lì)核心人才有非常積極的現(xiàn)實(shí)意義。S公司是一家專注于航空虛擬仿真技術(shù)的高新技術(shù)企業(yè),成立于2005年,包含三個(gè)主營業(yè)務(wù):飛行仿真模擬機(jī)產(chǎn)品研發(fā)與制造、航空工程外包和無人機(jī)系統(tǒng)研發(fā)設(shè)計(jì)。該公司屬于知識密集型和資金密集型企業(yè),所從事的業(yè)務(wù)跨學(xué)科平臺大,人力市場提供的對口專業(yè)人才稀缺,人才培養(yǎng)成本高,因此人力資源的穩(wěn)定和核心人才的激勵(lì)對該公司的可持續(xù)性發(fā)展至關(guān)重要。本文以“S公司核心人才股權(quán)激勵(lì)機(jī)制”為主要的研究內(nèi)容,聚焦兩個(gè)關(guān)鍵點(diǎn):“高新技術(shù)企業(yè)”和“核心人才激勵(lì)”。論文首先在國內(nèi)外股權(quán)激勵(lì)相關(guān)理論研究的基礎(chǔ)上得到啟發(fā),回歸到高新技術(shù)企業(yè)的核心人才激勵(lì)主體上,通過提煉高新技術(shù)企業(yè)的核心人才特征,總結(jié)出他們的主導(dǎo)性需要,激勵(lì)效用共性,然后在此基礎(chǔ)上,通過對S公司的背景分析以及問卷調(diào)查進(jìn)而梳理出S公司的核心人才激勵(lì)現(xiàn)狀及問題分析。論文采用理論聯(lián)系實(shí)際,定性與定量相結(jié)合,同時(shí)運(yùn)用調(diào)查與統(tǒng)計(jì),圖表相結(jié)合的分析方法在詳細(xì)分析和比較論述的基礎(chǔ)上,提出S公司核心人才股權(quán)激勵(lì)的方案設(shè)計(jì)及配套的保障性措施。本論文通過對S公司如何建立核心人才的股權(quán)激勵(lì)機(jī)制探索,希望通過這一次理論與實(shí)踐的研究,為S公司建立長效的激勵(lì)機(jī)制,以確保激勵(lì)作用的長期性,為S公司的核心人才穩(wěn)定提供專業(yè)保障。
[Abstract]:The enterprise is the main actor of the social and economic development function, and the core talents of the enterprise are the main bearers to realize the function of this role. They occupy the very core position of the whole enterprise inside the enterprise. And play a pivotal role. Looking at the present situation of enterprise development in our country, the lack of long-term incentive for core talents has brought serious influence on the molding of core competence of enterprises and the rational allocation and development of internal human resources. Therefore, in order to give full play to the subjective initiative and creativity of the core talents and make them become the driving force of the sustainable development of enterprises, modern enterprises have explored a long-term incentive mechanism. Practice has proved that equity incentive can effectively unify core talents and enterprise objectives, and has a very positive practical significance for long-term incentive of core talents. S company is a high-tech enterprise focused on aviation virtual simulation technology, which was founded in 2005. Includes three main services: flight simulation simulator product development and manufacturing, aviation engineering outsourcing and UAV system development and design. The company is a knowledge-intensive and capital-intensive enterprise, engaged in a large interdisciplinary business platform, the human resources market provides a scarcity of professionals, talent training costs, Therefore, the stability of human resources and the incentive of core talents are very important for the sustainable development of the company. This paper focuses on two key points: "High-tech enterprise" and "core talent incentive", taking "S Company core talent equity incentive mechanism" as the main research content. Firstly, based on the theoretical research of equity incentive at home and abroad, the paper is inspired to return to the core talent incentive subject of high-tech enterprises, through refining the characteristics of the core talents of high-tech enterprises, summed up their leading needs. Then on the basis of this, through the background analysis and questionnaire survey of S Company, the paper combs out the current situation and problems of S Company's core talent incentive. The paper combines theory with practice, qualitative and quantitative analysis, at the same time, it uses the analysis method of investigation, statistics and chart on the basis of detailed analysis and comparison. Put forward S company core talent equity incentive scheme design and supporting measures. Through the exploration of how to establish the equity incentive mechanism of the core talents in S Company, this paper hopes to establish a long-term incentive mechanism for S Company through this theoretical and practical study, in order to ensure the long-term nature of the incentive role. For S company's core talent stability to provide professional security.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.5;F272.92

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