本文關(guān)鍵詞：江蘇中盾公司知識型員工薪酬激勵(lì)機(jī)制研究　出處：《華北電力大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

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【摘要】：隨著社會的不斷發(fā)展和進(jìn)步,知識在企業(yè)的發(fā)展中起到越來越重要的作用。在知識經(jīng)濟(jì)的時(shí)代,企業(yè)中擁有的知識型員工越來越受到重視,他們不僅完成了企業(yè)的工作任務(wù),在應(yīng)用所學(xué)知識的過程中還擔(dān)負(fù)著傳播知識和創(chuàng)造新知識的重任。在企業(yè)的人力資源管理中,構(gòu)建和執(zhí)行有效的薪酬分配和管理制度是提高員工工作積極性的重要的管理措施,而由于知識型員工區(qū)別與其他員工的特征,就必須選擇有針對性的科學(xué)合理的薪酬激勵(lì)機(jī)制,這是保證企業(yè)在激烈的市場競爭中發(fā)展壯大的關(guān)鍵性工作之一。 本文以江蘇中盾公司為例,對構(gòu)建符合企業(yè)知識型員工特點(diǎn)的薪酬激勵(lì)機(jī)制進(jìn)行了實(shí)證研究。首先,根據(jù)知識型員工的概念和特征,依據(jù)薪酬激勵(lì)理論提出了對知識型員工進(jìn)行薪酬激勵(lì)應(yīng)遵循的原則。然后在對中盾公司的調(diào)查過程中,理清了該公司現(xiàn)有的知識型員工的人口構(gòu)成特征,分析了公司知識型員工的薪酬體系和薪酬管理制度現(xiàn)狀；根據(jù)知識型員工的薪酬激勵(lì)滿意度調(diào)查分析結(jié)果提出了中盾公司薪酬激勵(lì)機(jī)制中存在的主要問題；根據(jù)薪酬激勵(lì)的相關(guān)管理理論,提出了中盾公司知識型員工薪酬激勵(lì)機(jī)制的設(shè)計(jì)目的和方法,依據(jù)公平性、激勵(lì)性、差異性、經(jīng)濟(jì)性的構(gòu)建原則,從薪酬制度、薪酬體系的績效管理和組合激勵(lì)模式三個(gè)方面設(shè)計(jì)了中盾公司知識型員工的薪酬激勵(lì)優(yōu)化方案。最后,從薪酬激勵(lì)的宣傳、溝通、考核評價(jià)和企業(yè)文化四個(gè)方面提出了促進(jìn)江蘇中盾公司知識型員工薪酬激勵(lì)機(jī)制有效實(shí)施的配套措施。本文構(gòu)建了較為完善的知識型員工的薪酬激勵(lì)機(jī)制,對于企業(yè)進(jìn)一步做好人力資源管理,尤其是企業(yè)知識型員工的管理具有很強(qiáng)的現(xiàn)實(shí)意義。
[Abstract]:With the continuous development and progress of society, knowledge plays a more and more important role in the development of enterprises. In the era of knowledge economy, the knowledge workers in enterprises are paid more and more attention. They not only completed the task of the enterprise, but also carried the burden of disseminating knowledge and creating new knowledge in the process of applying the knowledge learned. The construction and implementation of an effective salary distribution and management system is an important management measure to improve the enthusiasm of employees, and because of the differences between knowledge workers and other employees. Therefore, it is necessary to choose a scientific and reasonable salary incentive mechanism, which is one of the key tasks to ensure the development and growth of enterprises in the fierce market competition. This paper takes Jiangsu Zhongdun Company as an example to make an empirical study on the construction of compensation incentive mechanism which accords with the characteristics of knowledge workers. Firstly, according to the concept and characteristics of knowledge workers. According to the theory of salary incentive, this paper puts forward the principle of salary incentive for knowledge workers. Then, in the course of investigation, the author clarifies the demographic characteristics of knowledge workers in the company. The present situation of salary system and salary management system of knowledge workers in the company is analyzed. According to the results of the investigation and analysis of the salary incentive satisfaction of the knowledge workers, this paper puts forward the main problems in the compensation incentive mechanism of Zhongdong Company. According to the relevant management theory of compensation incentive, this paper puts forward the design purpose and method of compensation incentive mechanism of knowledge workers in Zhongdong Company, according to the construction principle of fairness, incentive, difference and economy, from the salary system. Three aspects of performance management and combination incentive model of compensation system are designed to optimize the compensation incentive scheme of knowledge workers. Finally, from the promotion of compensation incentive, communication. Evaluation and corporate culture four aspects of the promotion of Jiangsu Zhongdun company knowledge staff compensation incentive mechanism effective implementation of supporting measures. This paper constructs a more perfect salary incentive mechanism for knowledge workers. It is of great practical significance for enterprises to further do human resource management, especially the management of knowledge workers.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F299.233.4

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