本文選題：證券公司　切入點：激勵　出處：《湘潭大學(xué)》2014年碩士論文

【摘要】：伴隨著改革開放步伐的不斷深入以及資本市場的日趨完善，證券行業(yè)在我國的發(fā)展也經(jīng)歷了從粗放型發(fā)展向規(guī)范治理的轉(zhuǎn)變，政府的監(jiān)管職能日趨完善，統(tǒng)一、多層次的市場體系正在形成。對于我國證券公司來說，要想在激烈的市場競爭中立于不敗之地，離不開優(yōu)秀的企業(yè)員工，如何吸引、培養(yǎng)、開發(fā)和激勵人才，最大程度地激發(fā)其內(nèi)在的工作潛力與工作熱情，提升其工作績效成為人力資源管理部門的重要工作。 本文以YD證券公司為具體的研究對象，，通過對激勵機制、證券公司員工激勵特點以及激勵理論的分析，借助員工滿意度理論對YD公司當(dāng)前的員工激勵現(xiàn)狀進行分析，指出YD公司在員工激勵方面存在的問題，具體表現(xiàn)在物質(zhì)激勵手段動力不足、缺乏職業(yè)發(fā)展激勵、員工行為評價工具尚未真正發(fā)揮作用、激勵方式針對性不強以及激勵措施缺乏長期效用五個方面；為解決上述問題，文章提出了構(gòu)建由動力機制和保障機制共同構(gòu)成的YD公司員工激勵機制，其中動力機制主要包括薪酬激勵、福利激勵、職業(yè)生涯發(fā)展激勵、培訓(xùn)激勵以及工作激勵；保障機制主要包括管理觀念保障、績效考核保障、制度建設(shè)保障以及企業(yè)文化保障。激勵機制的建設(shè)對于證券公司來說是一項長期的系統(tǒng)工程，完善的激勵機制對于證券公司持續(xù)、健康發(fā)展具有重要意義。但相較于國外金融證券機構(gòu)而言，我國證券公司的員工激勵工作尚存在著諸多不合理之處，其管理創(chuàng)新也將沿著深入化、跳躍化、多樣化和優(yōu)質(zhì)化方向發(fā)展。 文章從小處著手，以YD公司作為我國證券企業(yè)的縮影，對其激勵機制的現(xiàn)狀、問題以及優(yōu)化措施進行了探討，本文的研究結(jié)論不僅豐富了我國員工激勵研究的理論研究體系，也能夠幫助YD公司人力資源管理者更為全面、客觀地認(rèn)識到其在員工激勵過程中存在的問題，有效指導(dǎo)YD公司員工激勵管理工作的開展。與此同時本文的研究對象YD公司在員工激勵方面存在的問題具有一定的代表性，本文的研究思路及所構(gòu)建的激勵機制對于存在同樣管理難題的證券企業(yè)來說具有一定的指導(dǎo)意義，能夠幫助其更好地探尋員工激勵改進的方向。
[Abstract]:With the deepening of the reform and opening up and the improvement of the capital market, the development of the securities industry in our country has also experienced the transition from extensive development to standard governance, the government's regulatory function is becoming more and more perfect and unified.A multi-level market system is forming.For China's securities companies, if they want to be invincible in the fierce market competition, they cannot be separated from excellent employees, how to attract, train, develop and motivate talents, and to stimulate their internal work potential and enthusiasm to the greatest extent.Improving its work performance has become an important work of human resources management department.This paper takes YD Securities Company as the specific research object, through the incentive mechanism, the securities company staff incentive characteristics and incentive theory analysis, with the help of employee satisfaction theory to YD company's current employee incentive situation analysis.It is pointed out that YD company has some problems in employee motivation, such as lack of motivation, lack of motivation and lack of motivation, and the evaluation tool of employee behavior has not really played a role.In order to solve the above problems, this paper puts forward the construction of employee incentive mechanism of YD company, which is composed of motive mechanism and guarantee mechanism.The motivation mechanism mainly includes salary incentive, welfare incentive, career development incentive, training incentive and job incentive; the guarantee mechanism mainly includes management concept guarantee, performance appraisal guarantee, system construction guarantee and enterprise culture guarantee.The construction of incentive mechanism is a long-term systematic project for securities companies, and the perfect incentive mechanism is of great significance to the sustained and healthy development of securities companies.However, compared with foreign financial and securities institutions, there are still many unreasonable points in the staff incentive work of Chinese securities companies, and its management innovation will also develop along the direction of deepening, jumping, diversification and quality.This paper takes YD Company as the epitome of our country's securities enterprises, discusses the current situation, problems and optimization measures of its incentive mechanism. The conclusion of this paper not only enriches the theoretical research system of employee incentive research in our country.It can also help the human resource managers of YD Company to realize the problems in the process of employee motivation objectively and effectively guide the development of employee incentive management in YD Company.At the same time, the research object of this paper, YD Company, has some representative problems in employee motivation.The research ideas and incentive mechanism constructed in this paper have certain guiding significance for securities enterprises with the same management problems, and can help them to better explore the direction of employee incentive improvement.
【學(xué)位授予單位】：湘潭大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F832.39

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