發(fā)布時(shí)間：2018-03-09 22:14

  本文選題：高新技術(shù)企業(yè)　切入點(diǎn)：人力資源價(jià)值計(jì)量　出處：《沈陽(yáng)工業(yè)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著社會(huì)的不斷發(fā)展,如今對(duì)于大多數(shù)企業(yè)而言,資金、技術(shù)等問(wèn)題已經(jīng)不再是首要問(wèn)題,而人才的問(wèn)題才是首要問(wèn)題,對(duì)于員工的相關(guān)管理成為重中之重。員工激勵(lì)正是激發(fā)員工潛力、提高員工忠誠(chéng)度、吸引員工的重要手段,它不僅僅是人力資源管理的重要內(nèi)容,也是人力資源會(huì)計(jì)理論研究中備受關(guān)注的內(nèi)容。本文對(duì)人力資源價(jià)值和員工激勵(lì)相關(guān)文獻(xiàn)進(jìn)行梳理,對(duì)人力資源價(jià)值理論和傳統(tǒng)激勵(lì)理論進(jìn)行了闡述,運(yùn)用文獻(xiàn)研究法、調(diào)查(訪談)研究法和分析法,并在此基礎(chǔ)上進(jìn)行案例介紹和案例分析,分析企業(yè)現(xiàn)行員工激勵(lì),發(fā)現(xiàn)現(xiàn)行員工激勵(lì)存在諸多不足之處,如激勵(lì)不足、激勵(lì)不合理等問(wèn)題。本文提供了基于人力資源價(jià)值進(jìn)行員工激勵(lì)的具體設(shè)計(jì)方案,在計(jì)算出人力資源價(jià)值的基礎(chǔ)上,將多種激勵(lì)方式相結(jié)合,對(duì)不同員工群體和不同員工個(gè)人進(jìn)行激勵(lì)總額的分配,解決了激勵(lì)不足、激勵(lì)不合理等問(wèn)題,得到了:在企業(yè)中,無(wú)論是管理者還是一般員工,都可以根據(jù)人力資源價(jià)值對(duì)其進(jìn)行激勵(lì);公司對(duì)知識(shí)型員工的激勵(lì)現(xiàn)狀不合理,公司應(yīng)該提高對(duì)知識(shí)型員工激勵(lì)問(wèn)題的重視度;激勵(lì)的實(shí)施需要企業(yè)內(nèi)部進(jìn)行一次較大的變革三個(gè)結(jié)論�；谌肆Y源價(jià)值的員工激勵(lì)研究具有理論和現(xiàn)實(shí)意義,特別是對(duì)于RCMJ公司而言,這種新的對(duì)員工激勵(lì)方案的構(gòu)思,表現(xiàn)了企業(yè)對(duì)員工的價(jià)值和能力的充分認(rèn)可,同時(shí)可以激勵(lì)員工提升自己的價(jià)值,并增強(qiáng)員工對(duì)企業(yè)的信任度。除此之外,通過(guò)對(duì)RCMJ公司基于人力資源價(jià)值的員工激勵(lì)研究,給所有高新技術(shù)企業(yè)對(duì)于員工激勵(lì)提供借鑒和一個(gè)新的思路。
[Abstract]:With the continuous development of society, for most enterprises nowadays, the problems of capital, technology and other issues are no longer the first problems, and the problem of talent is the first problem. Employee motivation is an important means to stimulate employees' potential, improve employee loyalty and attract employees. It is not only an important part of human resource management, but also an important part of human resource management. It is also a concerned content in the research of human resource accounting theory. This paper combs the related documents of human resource value and employee motivation, expounds the theory of human resource value and traditional incentive theory, and applies the literature research method. The investigation (interview) research method and analysis method, and on this basis carries on the case introduction and the case analysis, analyzes the enterprise present staff incentive, finds that the current employee incentive has many shortcomings, such as the incentive insufficiency, This paper provides a specific design scheme for employee motivation based on human resource value. On the basis of calculating the value of human resources, it combines various incentive methods. The distribution of the total amount of incentive to different groups of employees and individual employees has solved the problems of insufficient incentive and unreasonable incentive, and has been obtained: in the enterprise, whether managers or ordinary employees, All of them can be encouraged according to the value of human resources, the current situation of incentive to knowledge workers is unreasonable, and the company should pay more attention to the incentive problem of knowledge workers. The implementation of incentive needs a great change within the enterprise three conclusions. Based on the value of human resources employee incentive research has theoretical and practical significance, especially for RCMJ, this new concept of employee incentive scheme. It shows that the company fully recognizes the value and ability of the employees, at the same time, it can motivate the employees to enhance their own value and enhance their trust in the enterprise. In addition, through the research on the employee motivation based on the human resource value of RCMJ, To all high-tech enterprises to provide a reference for staff motivation and a new way of thinking.
【學(xué)位授予單位】：沈陽(yáng)工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.4

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本文編號(hào)：1590502