GC公司項目技術(shù)人員激勵機制研究
發(fā)布時間：2019-01-07 08:28
【摘要】：近年來,隨著國家基礎(chǔ)設(shè)施投入的加大,港口施工企業(yè)面臨著前所未有的機遇,按照國家“十二五”規(guī)劃,僅沿海港口基本建設(shè)一項,“十二五”期間擬新增萬噸級以上深水泊位440個左右。面對這一千載難逢的機遇,國內(nèi)各大港口施工企業(yè)都在不遺余力地為占領(lǐng)更多的市場份額而展開人才的爭奪、資金的爭取、設(shè)備的改造和船舶升級換代等。尤其是項目技術(shù)人員已逐漸成為企業(yè)競爭優(yōu)勢的基礎(chǔ),因為他們擔(dān)負(fù)著企業(yè)施工工藝改造創(chuàng)新,科技成果轉(zhuǎn)化、應(yīng)用的關(guān)鍵作用。而項目技術(shù)人員的激勵機制就成為各個公司人力資源管理的重要環(huán)節(jié),并對公司的長遠(yuǎn)發(fā)展起著關(guān)鍵作用。鑒于此,本文以一個迅速成長的港口施工企業(yè)—GC公司為研究對象,以現(xiàn)代激勵理論為指導(dǎo),通過項目技術(shù)人員激勵機制現(xiàn)狀描述,指出該公司項目技術(shù)人員激勵機制存在的問題,并從實際出發(fā)重新設(shè)計了項目技術(shù)人員的激勵機制,旨在幫助GC公司提高項目技術(shù)人員的激勵水平,激發(fā)員工的工作熱情和積極性,最大限度為公司的發(fā)展做貢獻。 本文共由五章組成,第一章為緒論,介紹了選題的研究背景和意義、研究內(nèi)容等；第二章介紹了GC公司和項目技術(shù)人員的特點,描述了GC公司項目技術(shù)人員激勵機制的現(xiàn)狀,分析了其存在的問題；第三章為本文的核心內(nèi)容,著重介紹了GC公司項目技術(shù)人員激勵機制的設(shè)計方案,為GC公司設(shè)計了一套切實可行的項目技術(shù)人員內(nèi)在激勵機制和外在激勵機制；第四章論述了GC公司項目技術(shù)人員激勵機制的運行條件和實施保障措施；最后闡述了項目技術(shù)人員激勵機制設(shè)計中獲得的啟示和本文存在的不足等。
[Abstract]:In recent years, with the increase of national infrastructure investment, port construction enterprises are faced with unprecedented opportunities. According to the "12th Five-Year Plan" of the country, only coastal port infrastructure projects, During the 12 th five-year Plan period, about 440 new deep water berths will be added. Faced with this once-in-a-lifetime opportunity, the major domestic port construction enterprises are sparing no effort to compete for talents, fight for funds, transform equipment and upgrade ships in order to occupy more market share. In particular, project technicians have gradually become the basis of the competitive advantage of enterprises, because they bear the key role of innovation of construction technology transformation, transformation of scientific and technological achievements, and application of enterprises. The incentive mechanism of project technicians has become an important link of human resource management in each company and plays a key role in the long-term development of the company. In view of this, this paper takes GC Company, a rapidly growing port construction enterprise, as the object of study, taking the modern incentive theory as the guide, and describes the current situation of incentive mechanism for project technicians. This paper points out the problems existing in the incentive mechanism of project technicians in the company, and redesigns the incentive mechanism for project technicians from the practical point of view, in order to help GC to improve the incentive level of project technicians. Stimulate the enthusiasm and enthusiasm of the staff, maximize the development of the company to make contributions. This paper consists of five chapters, the first chapter is an introduction, introduced the research background and significance of the topic, research content and so on; The second chapter introduces the characteristics of GC company and project technicians, describes the current situation of the incentive mechanism of project technicians in GC company, and analyzes the existing problems. The third chapter is the core content of this paper, focusing on the introduction of the GC company project technician incentive mechanism design scheme, for GC company to design a set of practical project technicians internal incentive mechanism and external incentive mechanism; The fourth chapter discusses the operating conditions and implementing measures of the incentive mechanism for the project technicians of GC Company, and finally expounds the inspiration obtained in the design of the incentive mechanism of the project technicians and the shortcomings of this paper.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F552;F426.92
本文編號：2403447
[Abstract]:In recent years, with the increase of national infrastructure investment, port construction enterprises are faced with unprecedented opportunities. According to the "12th Five-Year Plan" of the country, only coastal port infrastructure projects, During the 12 th five-year Plan period, about 440 new deep water berths will be added. Faced with this once-in-a-lifetime opportunity, the major domestic port construction enterprises are sparing no effort to compete for talents, fight for funds, transform equipment and upgrade ships in order to occupy more market share. In particular, project technicians have gradually become the basis of the competitive advantage of enterprises, because they bear the key role of innovation of construction technology transformation, transformation of scientific and technological achievements, and application of enterprises. The incentive mechanism of project technicians has become an important link of human resource management in each company and plays a key role in the long-term development of the company. In view of this, this paper takes GC Company, a rapidly growing port construction enterprise, as the object of study, taking the modern incentive theory as the guide, and describes the current situation of incentive mechanism for project technicians. This paper points out the problems existing in the incentive mechanism of project technicians in the company, and redesigns the incentive mechanism for project technicians from the practical point of view, in order to help GC to improve the incentive level of project technicians. Stimulate the enthusiasm and enthusiasm of the staff, maximize the development of the company to make contributions. This paper consists of five chapters, the first chapter is an introduction, introduced the research background and significance of the topic, research content and so on; The second chapter introduces the characteristics of GC company and project technicians, describes the current situation of the incentive mechanism of project technicians in GC company, and analyzes the existing problems. The third chapter is the core content of this paper, focusing on the introduction of the GC company project technician incentive mechanism design scheme, for GC company to design a set of practical project technicians internal incentive mechanism and external incentive mechanism; The fourth chapter discusses the operating conditions and implementing measures of the incentive mechanism for the project technicians of GC Company, and finally expounds the inspiration obtained in the design of the incentive mechanism of the project technicians and the shortcomings of this paper.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F552;F426.92
【參考文獻】
相關(guān)期刊論文 前10條
1 王琳,沈進;中國企業(yè)薪酬體系的問題分析與對策[J];商業(yè)研究;2005年01期
2 袁淑文;;關(guān)于企業(yè)股權(quán)激勵方式的應(yīng)用分析[J];中國城市經(jīng)濟;2012年03期
3 陳文戟;國企改革中的高層激勵機制[J];財經(jīng)科學(xué);2001年S1期
4 洪亮;職位分析——造就人力資源管理工作基礎(chǔ)的工具[J];中國人才;2002年07期
5 張受地 ,潘燦全;在生產(chǎn)/工程環(huán)境中進行現(xiàn)代技術(shù)人員培訓(xùn)[J];常州工業(yè)技術(shù)學(xué)院學(xué)報;1994年02期
6 茅伯科;;“十二五”期間我國沿海港口發(fā)展的戰(zhàn)略趨勢[J];中國港口;2011年02期
7 趙萌;;工程項目管理中的項目文化建設(shè)[J];廣西質(zhì)量監(jiān)督導(dǎo)報;2007年05期
8 丁銳;;項目管理理論綜述[J];合作經(jīng)濟與科技;2009年07期
9 呂亞君;試論柔性激勵在人力資源管理中的應(yīng)用[J];江蘇交通;2002年12期
10 張望軍,彭劍鋒;中國企業(yè)知識型員工激勵機制實證分析[J];科研管理;2001年06期
相關(guān)碩士學(xué)位論文 前1條
1 耿新躍;技術(shù)人員的職業(yè)生涯規(guī)劃研究[D];對外經(jīng)濟貿(mào)易大學(xué);2007年
，本文編號：2403447
本文鏈接：http://sikaile.net/jingjilunwen/jtysjj/2403447.html
最近更新
教材專著
