本文選題：激勵(lì)對(duì)策 + 需求　； 參考：《東北大學(xué)》2014年碩士論文

【摘要】：隨著我國(guó)金融體制改革的進(jìn)一步深化,金融機(jī)構(gòu)之間的競(jìng)爭(zhēng)也日益加劇,已經(jīng)從對(duì)技術(shù)競(jìng)爭(zhēng)轉(zhuǎn)變?yōu)閷?duì)人才的競(jìng)爭(zhēng)。人力資源管理的實(shí)施效果如何,取決于是否擁有一套完善的激勵(lì)對(duì)策。因?yàn)槠渲苯記Q定企業(yè)是否可以團(tuán)結(jié)員工,凝聚員工,決定著組織的生存和發(fā)展。中國(guó)農(nóng)業(yè)發(fā)展銀行是一家國(guó)有政策性銀行,于1994年11月掛牌成立,由國(guó)務(wù)院直屬領(lǐng)導(dǎo)。近些年來(lái),該行積極貫徹中央有關(guān)文件,不斷拓展業(yè)務(wù)領(lǐng)域,機(jī)構(gòu)和人員數(shù)量也逐漸遞增。然而在發(fā)展的同時(shí),人力資源相對(duì)滯后,現(xiàn)行的激勵(lì)對(duì)策難以激發(fā)員工的工作積極性,這勢(shì)必會(huì)影響到農(nóng)發(fā)行的長(zhǎng)遠(yuǎn)發(fā)展。本文以LN省農(nóng)發(fā)行為研究對(duì)象,采取文獻(xiàn)研究、問(wèn)卷調(diào)查、數(shù)據(jù)統(tǒng)計(jì)分析等方法,對(duì)LN省農(nóng)發(fā)行的激勵(lì)現(xiàn)狀和存在問(wèn)題進(jìn)行深入分析,并設(shè)計(jì)一套較為完善的激勵(lì)對(duì)策。在論文第三章對(duì)農(nóng)發(fā)行的性質(zhì)、業(yè)務(wù)范圍、人員組織構(gòu)架做了大體介紹。通過(guò)問(wèn)卷調(diào)查,個(gè)別訪談的方式,掌握LN省農(nóng)發(fā)行員工的現(xiàn)狀和內(nèi)在需求。最終為制定適合LN省農(nóng)發(fā)行的激勵(lì)對(duì)策做好基礎(chǔ)。第四章對(duì)LN省農(nóng)發(fā)行現(xiàn)行的激勵(lì)措施做詳細(xì)調(diào)查,為了進(jìn)一步掌握農(nóng)發(fā)行的激勵(lì)措施運(yùn)行效果,特設(shè)計(jì)了相應(yīng)的問(wèn)卷調(diào)查,以此了解員工對(duì)農(nóng)發(fā)行現(xiàn)行激勵(lì)措施的評(píng)價(jià)以及本人需求之間的差距。第五章是論文的重點(diǎn),根據(jù)員工需求調(diào)查分析和員工滿意度分析的結(jié)果來(lái)分析和研究,尋找出解決LN省農(nóng)發(fā)行激勵(lì)問(wèn)題的對(duì)策,進(jìn)而設(shè)計(jì)一個(gè)完善的激勵(lì)體系。本文研究得出的成果,對(duì)農(nóng)發(fā)行完善激勵(lì)對(duì)策,深化改革發(fā)展具有積極的現(xiàn)實(shí)指導(dǎo)意義。同時(shí)也為其他銀行及類似的事業(yè)單位全面了解員工的現(xiàn)狀,有效激勵(lì)員工,提升工作業(yè)績(jī)提供了參考。
[Abstract]:With the deepening of financial system reform in China, the competition between financial institutions is becoming more and more serious, which has changed from technology competition to talent competition. The effect of human resource management depends on whether it has a set of perfect incentive countermeasures. Because it directly decides whether the enterprise can unite the staff, agglomerate the staff, and determine the survival and development of the organization. The Agricultural Development Bank of China, a state-owned policy bank, was established in November 1994 under the direct leadership of the State Council. In recent years, the bank has been actively implementing relevant central documents, expanding business areas and increasing the number of institutions and personnel. However, at the same time, the human resources are relatively lagging behind, the current incentive measures are difficult to stimulate the enthusiasm of the staff, which will inevitably affect the long-term development of Agricultural Development Bank. This paper takes the Agricultural Development Bank of LN province as the research object, adopts the methods of literature research, questionnaire investigation and data statistical analysis, deeply analyzes the incentive status and existing problems of LN province, and designs a set of relatively perfect incentive countermeasures. In the third chapter of the paper, the nature, business scope and personnel organization structure of Agricultural Development Bank are introduced. Through questionnaire investigation and individual interview, the author grasps the present situation and internal demand of Agricultural Development Bank of LN province. Finally, for the formulation of LN Province Agricultural Development Bank incentives to do a good foundation. The fourth chapter makes a detailed investigation on the current incentive measures of the Agricultural Development Bank of LN province. In order to further understand the effect of the incentive measures of the Agricultural Development Bank, a questionnaire survey has been designed. In order to understand the evaluation of the current incentives of the Agricultural Development Bank and the gap between their own needs. The fifth chapter is the focus of the paper, according to the results of employee demand investigation and employee satisfaction analysis, to find out the solution to the incentive problem of LN province, and then design a perfect incentive system. The results obtained in this paper have positive practical significance for the Agricultural Development Bank to perfect the incentive countermeasures and deepen the reform and development. At the same time, it also provides reference for other banks and similar institutions to fully understand the current situation of employees, effectively motivate employees, and improve job performance.
【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
【分類號(hào)】：F272.92;F832.31

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