本文關(guān)鍵詞：CP公司員工激勵管理研究　出處：《西北大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： CP公司 員工管理 激勵管理

【摘要】：作為能夠承攬專業(yè)的前期咨詢服務(wù)的西安CP物業(yè)發(fā)展有限公司(簡稱“CP”公司),延續(xù)著國家一級資質(zhì)企業(yè)的整體配套的物業(yè)管理服務(wù)水準(zhǔn)。CP公司在快速拓展業(yè)務(wù)的同時也十分重視公司人力資源管理工作,并對最重要的員工激勵管理工作也進(jìn)行著嘗試與改革,但是其操作性、靈活性、科學(xué)性方面還有待改進(jìn),員工激勵效果十分有限。 本文以CP公司為研究對象,通過調(diào)研分析,得出了CP公司現(xiàn)有的員工激勵管理存在的問題,提出了員工的激勵管理新思路與解決方案。首先運(yùn)用績效考核與薪酬福利相結(jié)合的手段,設(shè)計(jì)CP公司員工績效考核指標(biāo),結(jié)合多層級薪酬福利的理念,實(shí)現(xiàn)以物質(zhì)激勵為主的員工激勵；其次回歸工作本源,從設(shè)計(jì)有選擇權(quán)的工作任務(wù)、積分排名、實(shí)現(xiàn)團(tuán)隊(duì)工作氛圍及改善工作環(huán)境四方面進(jìn)行員工激勵；再從職業(yè)規(guī)劃角度著手,為員工建立多重發(fā)展晉升渠道,并配套豐富的培訓(xùn)來激勵員工實(shí)現(xiàn)個人價(jià)值。最后通過組織機(jī)構(gòu)的完善,監(jiān)督考核的執(zhí)行,柔性管理的滲透及溝通渠道的暢通等保障措施,全面推進(jìn)CP公司的員工激勵管理執(zhí)行落地,實(shí)現(xiàn)了CP公司員工激勵管理的改革與發(fā)展。 作為公司員工管理的組成要素,員工的激勵管理完成了企業(yè)到員工再到企業(yè)的管理閉環(huán),融合了員工的個體目標(biāo),同時推動了公司目標(biāo)的發(fā)展與促進(jìn)。本文對CP公司員工的激勵管理研究,將會對CP公司實(shí)現(xiàn)員工的激勵管理提供依據(jù),也為CP公司的發(fā)展奠定扎實(shí)的基礎(chǔ),更是將員工的激勵管理的經(jīng)驗(yàn)呈獻(xiàn)于大家面前,以供參考。
[Abstract]:As a professional consulting services, Xi'an CP property Development Co., Ltd. (referred to as "CP" company). Continuing the national first-class qualification enterprises as a whole supporting property management service level. CP company in the rapid expansion of business at the same time also attaches great importance to the company's human resources management. And the most important staff incentive management is also trying and reforming, but its maneuverability, flexibility, scientific aspects still need to be improved, employee incentive effect is very limited. This paper takes CP company as the research object, through the investigation and analysis, has obtained the CP company existing employee incentive management question. This paper puts forward the new ideas and solutions of employee incentive management. Firstly, by using the means of combining performance appraisal with compensation and welfare, we design the performance evaluation index of CP company, and combine the concept of multi-level salary and welfare. To realize the staff incentive based on material incentive; Second, return to the source of work, from the design of work tasks with options, score ranking, achieve team work atmosphere and improve the work environment four aspects of staff motivation; Then from the perspective of career planning, the establishment of multiple development and promotion channels for employees, and supporting rich training to encourage employees to achieve personal value. Finally, through the improvement of the organization, supervision and evaluation of the implementation. The penetration of flexible management and unblocked communication channels can promote the implementation of staff incentive management in CP Company and realize the reform and development of staff incentive management in CP Company. As a component of employee management, employee incentive management completes the closed loop of enterprise management from employee to enterprise, and integrates the individual goal of employee. At the same time, it promotes the development and promotion of the company's goal. The research on the incentive management of CP employees in this paper will provide the basis for the CP company to achieve employee incentive management. It also lays a solid foundation for the development of CP Company and presents the experience of staff incentive management to everyone for reference.
【學(xué)位授予單位】：西北大學(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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