本文選題：C國有企業(yè)　切入點：員工激勵機制　出處：《廣東財經(jīng)大學》2017年碩士論文　論文類型：學位論文

【摘要】：隨著國有企業(yè)在社會經(jīng)濟中的不斷發(fā)展,企業(yè)間的競爭逐漸演變成人才的競爭,要想使員工在工作上保持一股向上的勁頭,一個全面的嘉獎與懲罰制度就非常有必要建立了,以此讓實現(xiàn)組織目標的同時達到滿足自身的需要,從而調(diào)動員工工作積極性,為員工自主創(chuàng)新、自我提升提供堅實的后備力量,企業(yè)在人才的競爭中占有優(yōu)勢,即為企業(yè)在競爭激烈的市場上奠定了扎實的基礎。因此如何建立科學有效的員工激勵機制,形成并合理利用科學有效的激勵機制吸引人才、培養(yǎng)人才、留住人才則是國有企業(yè)研究的重要課題之一。C國有企業(yè)包含管理、技術、服務人員崗位,在發(fā)展的過程中出現(xiàn)了專業(yè)人才流失、員工工作積極性不高的問題,為此本文選取C國有企業(yè)作為研究對象,從薪酬體系、績效考核、培訓發(fā)展等方面入手,來確認并實行既合理、又有效的獎懲制度來提高C國有企業(yè)員工的積極性,提高C國有企業(yè)的競爭軟實力。本文采用案例分析法、文獻研究法、訪談調(diào)查法、歸納法等研究方法,回顧和整理了國有企業(yè)員工激勵的相關理論和目前有關國有企業(yè)員工激勵機制的研究現(xiàn)狀。在文獻研究的基礎上,對國內(nèi)外有關激勵的研究現(xiàn)狀和激勵相關的理論進行了論述,在理論研究的基礎上結合調(diào)研,深入分析了C國有企業(yè)的員工人員特點和現(xiàn)行的員工激勵機制存在的問題,發(fā)現(xiàn)其存在缺乏明確的薪酬激勵機制;績效激勵效果不佳;培訓激勵作用有限;缺乏明確的晉升激勵機制;企業(yè)文化建設不足,缺乏精神激勵;缺乏有效的激勵制度保障的問題。在問題研究的基礎上,借鑒相關的激勵理論,結合C國有企業(yè)的實際情況提出完善薪酬福利制度,發(fā)揮薪酬激勵;構建合理績效體系,實現(xiàn)績效激勵;建立系統(tǒng)培訓體系,實現(xiàn)培訓激勵;明晰晉升通道,實現(xiàn)晉升激勵;重視精神激勵,物質激勵與精神激勵相結合幾個具有針對性的措施。并且為了保障改進措施的落地,提出了C國有企業(yè)員工激勵機制保障制度,例如做好激勵機制改革前期宣傳;建立改革小組;健全制度體系;拓寬溝通和監(jiān)督渠道;完善員工激勵評價體系。以此為C國有企業(yè)以及與C國有企業(yè)類似情況的國有企業(yè)的員工激勵機制的改革提供借鑒作用。
[Abstract]:With the continuous development of state-owned enterprises in the social economy, competition among enterprises has gradually evolved into a competition for talents. In order to maintain an upward momentum in the work of employees, it is very necessary to establish a comprehensive system of commendation and punishment. In order to achieve the organizational goals at the same time to meet the needs of their own, so as to mobilize the enthusiasm of the staff, self-innovation for employees, self-promotion to provide a solid reserve force, enterprises in the competition for talent has an advantage, Therefore, how to establish a scientific and effective staff incentive mechanism, form and reasonably use the scientific and effective incentive mechanism to attract and train talents, The retention of talents is one of the important topics in the research of state-owned enterprises. The state-owned enterprises include the posts of management, technology and service personnel. In the process of development, there has been a loss of professional talents, and the enthusiasm of employees is not high. Therefore, this paper selects C state-owned enterprise as the research object, starting with salary system, performance appraisal, training development and so on, to confirm and implement both reasonable and effective reward and punishment system to improve the enthusiasm of C state-owned enterprise employees. In this paper, case analysis, literature research, interview investigation, induction and other research methods are used to improve the competitive soft power of C state-owned enterprises. This paper reviews and collates the relevant theories of employee motivation in state-owned enterprises and the current research status of employee incentive mechanism in state-owned enterprises. On the basis of literature study, this paper discusses the current situation of research and related theories on incentive at home and abroad. On the basis of theoretical research, this paper deeply analyzes the characteristics of employees and the problems existing in the current employee incentive mechanism in C state-owned enterprises, and finds that there is a lack of clear salary incentive mechanism, the effect of performance incentive is not good, and the effect of performance incentive is not good. The role of training incentive is limited; lack of clear promotion incentive mechanism; lack of corporate culture construction, lack of spiritual incentives; lack of effective incentive system protection. According to the actual situation of C state-owned enterprises, the paper puts forward to perfect the compensation and welfare system, give play to the compensation incentive, construct the reasonable performance system, realize the performance incentive, establish the systematic training system, realize the training incentive, clear the promotion channel, realize the promotion incentive. Pay attention to the spirit incentive, combine the material incentive with the spirit incentive several targeted measures. In order to ensure the improvement measures, this paper puts forward the C state-owned enterprise employee incentive mechanism safeguard system. For example, to do a good job in the early stage of the reform of incentive mechanism propaganda; to establish reform groups; to improve the system; to broaden the channels of communication and supervision; Improve the evaluation system of employee motivation, and provide reference for the reform of employee incentive mechanism of state-owned enterprises and state-owned enterprises similar to that of C state-owned enterprises.
【學位授予單位】：廣東財經(jīng)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F276.1

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