本文選題：激勵(lì)機(jī)制 + 新生代員工�。� 參考：《廣東財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：當(dāng)今市場(chǎng)企業(yè)的競(jìng)爭(zhēng)實(shí)際就是人才的競(jìng)爭(zhēng),如何求才、用才、育才、激才和留才是企業(yè)戰(zhàn)略問(wèn)題,也是企業(yè)保持長(zhǎng)久競(jìng)爭(zhēng)力的關(guān)鍵。截止2011年底,我國(guó)新生代(出生于80年代和90年代的人)就已經(jīng)達(dá)到了四億多人,很大一部分人已經(jīng)步入職場(chǎng),是國(guó)內(nèi)企業(yè)重要的生力軍。現(xiàn)如今,制造業(yè)內(nèi)新生代員工的流動(dòng)比例較高,這給企業(yè)造成很大的管理困擾。因而,如何高效的激勵(lì)新生代員工,降低離職率成為了企業(yè)發(fā)展的新挑戰(zhàn)。新生代員工,即年輕的一代員工,特指那些出生于80年代后,并且已經(jīng)步入職場(chǎng)的群體。由于出生環(huán)境的不同,新生代員工具有截然不同于老生代員工的個(gè)性特征,主要表現(xiàn)如下:自我意識(shí)強(qiáng)、知識(shí)水平高、創(chuàng)新意識(shí)較強(qiáng)、情緒化、忠誠(chéng)度低、成就感強(qiáng)、渴望實(shí)現(xiàn)自我價(jià)值等特征,傳統(tǒng)的激勵(lì)方法并不適用他們,新生代員工的管理逐漸受到了管理者和管理學(xué)學(xué)者們的重視。只有充分了解新生代員工的需求后,再針對(duì)需求制定相關(guān)的激勵(lì)措施,才能充分的刺激他們的主動(dòng)性和積極性,起到很好的激勵(lì)效果,促進(jìn)企業(yè)的長(zhǎng)期發(fā)展。本文通過(guò)對(duì)國(guó)內(nèi)外研究文獻(xiàn)的梳理,以A制造公司為研究對(duì)象,通過(guò)問(wèn)卷調(diào)查和訪談法,對(duì)A制造公司的員工需求進(jìn)行分析,并結(jié)合公司激勵(lì)現(xiàn)狀,總結(jié)了A制造公司內(nèi)部新生代員工的激勵(lì)機(jī)制存在的不足。針對(duì)這些問(wèn)題,基于馬斯洛需求層次理論對(duì)新生代員工的激勵(lì)機(jī)制進(jìn)行優(yōu)化,從薪酬福利體制、業(yè)績(jī)考核體系、工作環(huán)境和學(xué)習(xí)培訓(xùn)體系等方面提出了激勵(lì)建議。此建議能幫助優(yōu)化A制造公司的激勵(lì)機(jī)制,并提高公司新生代員工的滿意度,降低新生代員工的離職率,為公司創(chuàng)造更多的價(jià)值,還能為其他制造型企業(yè)提供對(duì)應(yīng)的借鑒作用。
[Abstract]:Nowadays, the competition of enterprises in the market is actually the competition of talents. How to seek, use, cultivate, motivate and stay is the strategic problem of enterprises, and also the key to keep the long-term competitiveness of enterprises. By the end of 2011, China's new generation (born in the 1980s and 1990s) has reached more than 400 million people, a large number of people have entered the workplace, is an important new force of domestic enterprises. Nowadays, the new generation of workers in the manufacturing industry has a high turnover rate, which is a great management problem for enterprises. Therefore, how to efficiently motivate the new generation of employees and reduce the turnover rate has become a new challenge for the development of enterprises. The new generation of employees, that is, the younger generation, especially those born in the 1980s, and have entered the workplace. Due to the difference of birth environment, the new generation employees have different personality characteristics from those of the old generation, which are shown as follows: strong self-awareness, high level of knowledge, strong sense of innovation, emotional, low loyalty, strong sense of achievement. Eager to realize the characteristics of self-worth, the traditional incentive methods do not apply to them, and the management of the new generation of employees has gradually been attached importance to by managers and management scholars. Only when we fully understand the needs of the new generation of employees and then formulate relevant incentive measures to meet the needs, can we fully stimulate their initiative and enthusiasm, play a very good incentive effect, and promote the long-term development of enterprises. Through combing the domestic and foreign research literature, taking A manufacturing company as the research object, through the questionnaire survey and the interview method, this paper analyzes the employee demand of A manufacturing company, and combines the current situation of company incentive. This paper summarizes the shortcomings of the incentive mechanism of the new generation of employees in A manufacturing company. Aiming at these problems, this paper optimizes the incentive mechanism of the new generation of employees based on Maslow's hierarchy of demand theory, and puts forward some incentive suggestions from the aspects of salary and welfare system, performance appraisal system, work environment and learning and training system. This suggestion can help to optimize the incentive mechanism of A manufacturing company, improve the satisfaction of the new generation of employees, reduce the turnover rate of the new generation of employees, create more value for the company, and provide corresponding reference for other manufacturing enterprises.
【學(xué)位授予單位】：廣東財(cái)經(jīng)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;F426.6

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