【摘要】：新生代群體出生在我國社會經(jīng)濟(jì)體制的轉(zhuǎn)型時(shí)期,是改革開放以來成長起來的一批人。由于時(shí)代的變遷與環(huán)境改變,使得他們擁有與以往員工不同的一些特質(zhì),比較獨(dú)立自我、敏感脆弱、創(chuàng)新能力強(qiáng)等,同時(shí),在工作中具有成就動機(jī)強(qiáng)烈、不喜歡循規(guī)蹈矩、淡漠權(quán)威、離職率高等特點(diǎn)。SF公司是相對傳統(tǒng)的國有企業(yè),管理還延續(xù)之前傳統(tǒng)的方法,很多與新生代的性格格格不入,使得他們出現(xiàn)工作積極性不高、備受挫折甚至感到前途渺茫。因此,公司需要結(jié)合新生代特點(diǎn),進(jìn)行有效的激勵措施。本文首先對研究新生代員工的背景、意義做了闡述,結(jié)合國內(nèi)外研究,對新生代這一概念做出定義,通過文獻(xiàn)的梳理,.發(fā)現(xiàn)新生代是一群獨(dú)立性強(qiáng)、擁有多重價(jià)值觀念、喜歡挑戰(zhàn)性、學(xué)習(xí)能力強(qiáng)、成就動機(jī)強(qiáng)烈的群體,他們對工作有自己的看法,認(rèn)為工作的意義不僅僅在于獲得經(jīng)濟(jì)收入,更希望在工作中發(fā)揮自己的特長,實(shí)現(xiàn)價(jià)值。同時(shí)對激勵的定義與研究進(jìn)行梳理,對文中激勵方案設(shè)計(jì)提供理論基礎(chǔ)。然后以SF公司為例,首先對公司的現(xiàn)狀及新生代員工現(xiàn)狀進(jìn)行闡述,通過問卷調(diào)查與訪談的方法了解新生代員工激勵措施中存在的問題。針對這些問題,結(jié)合理論與實(shí)踐,提出了針對公司新生代員工的激勵措施。分別從薪酬體系、福利保障、培訓(xùn)、職業(yè)規(guī)劃四個(gè)大的方面分析激勵措施存在的不足。薪酬方面設(shè)置合理的工資體系、以崗定薪及以能定薪的原則。福利保障方面提供具有激勵的福利形式,推出有特色的食堂制度,為員工提供住宿條件,在辦公環(huán)境中整理出休閑區(qū)域,推出多樣化的員工活動及節(jié)日福利。培訓(xùn)方面提供豐富的學(xué)習(xí)資源與多樣化的培訓(xùn)方式,在培訓(xùn)中采用靈活多樣的方式,增加學(xué)習(xí)、進(jìn)修的機(jī)會,不定期組織員工到優(yōu)秀企業(yè)參觀、交流學(xué)習(xí),注重員工心理方面的培訓(xùn)。建立內(nèi)部職業(yè)生涯咨詢制度,確保員工的職業(yè)發(fā)展。并建立上下級融洽、民主、和諧的關(guān)系通道,給與一定范圍的工作授權(quán),創(chuàng)造一個(gè)寬松的環(huán)境工作,對新生代員工充分的尊重、信任、關(guān)懷,增強(qiáng)員工的歸屬感。
[Abstract]:The Cenozoic group was born in the transition period of our country's social economic system and has grown up since the reform and opening up. Because of the change of times and environment, they have some characteristics different from the former employees, they are more independent, sensitive and fragile, and have strong creative ability. At the same time, they have strong motivation of achievement in their work and do not like to follow the rules. SF Company is a relatively traditional state-owned enterprise, and its management still extends to the traditional methods before, many of which are incompatible with the character of the new generation, which makes them less motivated to work. Suffer setbacks and even feel that the future is slim. Therefore, the company needs to combine the characteristics of the new generation, effective incentives. In this paper, the background and significance of the study of the new generation of employees are first expounded, combined with the domestic and foreign research, the concept of the new generation is defined, through the literature combing. It is found that the new generation is a group of people who are independent, have many values, like challenges, have strong learning ability, and have strong motivation for achievement. They have their own views on work, and think that the significance of work is not just to earn an income. More hope in the work to play their own strengths, to achieve value. At the same time, the definition and research of incentive are combed to provide the theoretical basis for the design of incentive scheme. Then taking SF Company as an example, the paper first expounds the current situation of the company and the new generation of employees, and through the method of questionnaire survey and interview to understand the problems existing in the incentive measures of the new generation of employees. In view of these problems, combined with theory and practice, this paper puts forward incentive measures for the new generation of employees. The disadvantages of incentive measures are analyzed from four aspects: salary system, welfare guarantee, training and career planning. Set up a reasonable salary system in terms of the principle of fixed salary in post and in accordance with the principle of being able to fix salary. Welfare security provides incentive welfare form, introduces the characteristic canteen system, provides accommodation conditions for employees, arranges leisure areas in the office environment, and introduces a variety of employee activities and holiday benefits. In terms of training, it provides abundant learning resources and diversified training methods, adopts flexible and diverse methods in training, increases the opportunities for learning and learning, organizes staff to visit excellent enterprises and exchanges and studies with them on a regular basis. Pay attention to staff psychological training. Establish internal career counseling system to ensure the career development of employees. And establish harmonious, democratic, harmonious relationship channel, give a certain range of work authorization, create a relaxed environment work, to the new generation of employees full respect, trust, care, enhance the sense of belonging of the staff.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F832.39

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