發(fā)布時間：2018-07-20 17:37

【摘要】：水是生命之源,是維系生命與健康的基本需求。水資源短缺和水污染嚴重是我國水資源面臨的兩大問題。為了緩解嚴峻的水形勢,應當做到節(jié)水優(yōu)先、治污為本。除了通過積極開發(fā)節(jié)水工業(yè)、農業(yè)技術,提高水資源利用率,創(chuàng)建節(jié)水型社會以外,應當轉變污水治理的觀念,從末端治理轉向源頭控制和全過程控制。我國污水污水處理在近二十年間取得了迅速的發(fā)展,但仍與發(fā)達國家有較大差距,處理技術落后、資金短缺、管理水平低是造成我國污水處理能力增長緩慢的主要原因。技術可以引進、資金可以籌集,但是從業(yè)人員才是企業(yè)中不可替代的資源。隨著經濟的發(fā)展,水務行業(yè)企業(yè)間的競爭越來越激烈,人力資源以其不可模仿性成為了企業(yè)最重要的競爭力來源,決定了組織的生存、發(fā)展和進步。激勵是人力資源管理的核心內容之一,有效的員工激勵機制是保持企業(yè)核心競爭力、提高組織整體效率的關鍵。目前行業(yè)中的水務公司中有這樣一種現象,即大型國有企業(yè)利用政治優(yōu)勢吸引人才,外資企業(yè)利用高薪吸引人才,在數量上都能保證企業(yè)的需求,但是員工績效卻不能保證。因此引進人才只是第一步,如何留住人才并使其發(fā)揮最大的能動性才是人力資源從業(yè)者最應當思考的問題。本文以EF水務公司知識型員工為研究對象,通過調查問卷、訪談等形式深入了解目前該公司激勵機制的現狀和問題所在,分析問題存在的原因,以激勵理論為指導,提出適合于EF水務公司實際的物質與非物質激勵相結合的激勵機制優(yōu)化設計方案,以期通過激勵機制的改進,激發(fā)知識型員工的創(chuàng)造力和工作積極性,從而提高組織整體效率,滿足公司戰(zhàn)略發(fā)展規(guī)劃的要求。
[Abstract]:Water is the source of life and the basic need to sustain life and health. Shortage of water resources and serious water pollution are two major problems faced by water resources in China. In order to alleviate the severe water situation, water-saving priority should be achieved, pollution-based. In addition to actively developing water-saving industry, agricultural technology, improving the utilization rate of water resources and creating water-saving society, the concept of sewage treatment should be changed from the end treatment to the source control and the whole process control. Sewage treatment in China has made rapid development in recent 20 years, but there is still a big gap with the developed countries. The main reasons for the slow growth of sewage treatment capacity in China are the backward treatment technology, the shortage of funds and the low level of management. Technology can be introduced, funds can be raised, but employees are irreplaceable resources in the enterprise. With the development of economy, the competition among enterprises in water industry is becoming more and more fierce. Human resource has become the most important source of competitiveness for the enterprise because of its immutability, which determines the survival, development and progress of the organization. Incentive is one of the core contents of human resource management. Effective employee incentive mechanism is the key to maintain the core competitiveness of enterprises and improve the overall efficiency of the organization. At present, there is such a phenomenon in water companies in the industry that large state-owned enterprises use political advantages to attract talents, and foreign-funded enterprises attract talents with high salary, which can ensure the demand of enterprises in quantity, but the performance of employees cannot be guaranteed. Therefore, the introduction of talents is only the first step, how to retain talents and give full play to their initiative is the most important issue for human resource practitioners to think about. In this paper, EF water company knowledge workers as the research object, through questionnaire, interviews and other forms of in-depth understanding of the current situation and problems of the company's incentive mechanism, analysis of the reasons for the problem, guided by incentive theory. In order to stimulate the creativity and work enthusiasm of knowledge workers through the improvement of incentive mechanism, this paper puts forward the optimal design scheme of incentive mechanism which is suitable for EF Water Company to combine material and non-material incentives, so as to improve the overall efficiency of the organization. Meet the company's strategic development planning requirements.
【學位授予單位】：對外經濟貿易大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F299.24

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本文編號：2134253