本文選題：激勵(lì)　切入點(diǎn)：核心從業(yè)人員　出處：《蘇州大學(xué)》2016年碩士論文

【摘要】：自20世紀(jì)80年代,我國(guó)加入國(guó)際標(biāo)準(zhǔn)化組織(ISO)后,我國(guó)以晚起步、高起點(diǎn)規(guī)范認(rèn)證認(rèn)可制度,由我國(guó)國(guó)家認(rèn)證認(rèn)可監(jiān)督管理委員會(huì)(CNCA)監(jiān)督管理,通過(guò)成立認(rèn)證認(rèn)可協(xié)會(huì)(CCAA),實(shí)現(xiàn)規(guī)范第三方體系認(rèn)證、產(chǎn)品認(rèn)證等認(rèn)證技術(shù)服務(wù)。在全球貿(mào)易一體化、標(biāo)準(zhǔn)化、企業(yè)和客戶風(fēng)險(xiǎn)意識(shí)增強(qiáng)、監(jiān)管要求日益嚴(yán)格和業(yè)務(wù)、服務(wù)外包等趨勢(shì)的推動(dòng)下,發(fā)展態(tài)勢(shì)良好。但目前我國(guó)絕大部分第三方認(rèn)證市場(chǎng)被國(guó)際認(rèn)證機(jī)構(gòu)占有,很多本土認(rèn)證機(jī)構(gòu)都“貼牌認(rèn)證”,如何把握機(jī)會(huì)、挖掘資源、發(fā)掘優(yōu)勢(shì)、培養(yǎng)人才、留住人才,提升我國(guó)認(rèn)證行業(yè)、認(rèn)證機(jī)構(gòu)的發(fā)展空間,從而擴(kuò)大競(jìng)爭(zhēng)范圍,跨越國(guó)界、走向國(guó)際,在全球壟斷競(jìng)爭(zhēng)市場(chǎng)中獲得絕對(duì)優(yōu)勢(shì),關(guān)鍵是留住認(rèn)證機(jī)構(gòu)的核心從業(yè)人員——審核員,如何運(yùn)用有效的激勵(lì)方法提高核心從業(yè)人員的工作熱情和積極性,是目前我國(guó)大部分認(rèn)證機(jī)構(gòu)發(fā)展的瓶頸,也是M認(rèn)證機(jī)構(gòu)發(fā)展至今十余年,人力資源工作上的一個(gè)重要、棘手的問(wèn)題。本文采用實(shí)證研究、個(gè)案研究加比較研究的方法,首先從激勵(lì)的相關(guān)理論研究出發(fā),參閱了大量的國(guó)內(nèi)外文獻(xiàn),介紹了激勵(lì)概念和激勵(lì)相關(guān)的理論。接著分析了M認(rèn)證機(jī)構(gòu)目前核心從業(yè)人員的激勵(lì)方法,并與非核心從業(yè)人員激勵(lì)方法進(jìn)行了比較,主要從崗位結(jié)構(gòu)、人員薪酬、績(jī)效考核、晉升通道、交流培訓(xùn)和相關(guān)福利等方面進(jìn)行分析,通過(guò)調(diào)查分析機(jī)構(gòu)從業(yè)人員滿意度測(cè)評(píng),找出M認(rèn)證機(jī)構(gòu)核心從業(yè)人員激勵(lì)方法存在的問(wèn)題,并結(jié)合激勵(lì)理論和激勵(lì)方法改善應(yīng)把握的原則,提出了M認(rèn)證機(jī)構(gòu)核心從業(yè)人員激勵(lì)方法的改善措施,目前本文提出的改善薪酬等級(jí)和拓寬晉升通道的措施已在M認(rèn)證機(jī)構(gòu)內(nèi)實(shí)施,效果顯著,由于時(shí)間限制,其他改善措施有待進(jìn)一步驗(yàn)證,本人將繼續(xù)保持對(duì)M認(rèn)證機(jī)構(gòu)核心從業(yè)人員激勵(lì)方法的完善和探索,爭(zhēng)取得出一份完美的核心從業(yè)人員激勵(lì)方法,幫助機(jī)構(gòu)從業(yè)人員提升自我價(jià)值,推動(dòng)機(jī)構(gòu)朝著大型認(rèn)證機(jī)構(gòu)的目標(biāo)前進(jìn)。
[Abstract]:Since the 1980s, after China joined the International Standardization Organization (ISO), our country started late, standardized the certification and recognition system from a high starting point, and was supervised and managed by the National Certification and Accreditation Supervision and Administration Committee (CNCA). Through the establishment of CCAA, we can standardize the certification technology services such as third-party system certification, product certification, etc. In the global trade integration, standardization, enterprise and customer risk awareness, regulatory requirements and business increasingly stringent, Driven by the trend of service outsourcing, the development is good. However, at present, most of the third party certification market in China is occupied by international certification organizations. Many local certification organizations "label certification." how to seize the opportunity, tap resources, and explore advantages, Train talents, retain talents, enhance the development space of the certification industry and certification organizations in our country, so as to expand the scope of competition, cross national boundaries, go to the international level, and gain absolute advantages in the global monopoly competition market. The key is to retain the core practitioners of certification organizations-auditors. How to use effective incentive methods to improve the enthusiasm and enthusiasm of core practitioners is the bottleneck of the development of most certification bodies in China. It is also more than ten years since the development of M certification body. It is an important and difficult problem in human resource work. In this paper, empirical study, case study and comparative study are adopted. Referring to a large number of literatures at home and abroad, this paper introduces the concept of incentive and the relevant theories of incentive. Then, it analyzes the incentive methods of core employees of M certification body and compares them with those of non-core employees. Mainly from the post structure, personnel compensation, performance appraisal, promotion channel, exchange training and related benefits, through the investigation and analysis of employee satisfaction evaluation, This paper finds out the problems existing in the incentive methods of the core employees of the M certification body, and puts forward the measures to improve the incentive methods of the core employees of the M certification institutions, combining with the principle that should be grasped in the improvement of the incentive theory and the incentive methods. At present, the measures proposed in this paper to improve the salary grade and widen the promotion channel have been implemented in the M certification body, and the effect is remarkable. Due to time constraints, other improvement measures need to be further verified. I will continue to maintain the M certification body core practitioners incentive methods to improve and explore, strive for a perfect core employees incentive method, to help institutions employees to enhance their self-worth, Push the agency toward the goals of large certification bodies.
【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F203;F272.92

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