發(fā)布時間：2018-07-02 08:57

  本文選題：南德公司 + 知識型員工　； 參考：《蘭州大學(xué)》2017年碩士論文

【摘要】：21世紀(jì)是知識經(jīng)濟的時代,科學(xué)技術(shù)的發(fā)展日新月異。企業(yè)的核心競爭要素逐步地發(fā)生了巨大的變化,從資本要素轉(zhuǎn)向人力要素傾斜,企業(yè)的核心競爭要素的轉(zhuǎn)移直接導(dǎo)致了企業(yè)管理理念的轉(zhuǎn)變?nèi)绾谓⒁惶仔兄行У倪m合自身的人才激勵機制成為了當(dāng)前眾多企業(yè)人力資源管理的一個核心問題。本文對南德公司的知識型員工激勵機制優(yōu)化問題進(jìn)行探討,研究對象是南德公司的檢驗認(rèn)證行業(yè)的知識型員工。由于行業(yè)形勢的變化,南德公司原有的激勵機制無法適應(yīng)新的競爭需要,導(dǎo)致了南德公司員工的工作積極性不高,無法留住優(yōu)秀的的員工,近幾年來員工的激勵問題一直是南德公司所極為關(guān)注的問題。優(yōu)秀知識型員工的不斷流失,或者被競爭對手挖了墻角,或者自己創(chuàng)業(yè)與公司競爭,使公司損失了大量客戶資源,這不僅阻礙了南德公司的業(yè)務(wù)發(fā)展,還直接給公司其他員工的工作熱情帶來不利的影響。如何優(yōu)化南德公司知識型員工的激勵機制問題就成了當(dāng)前南德公司人力資源管理的首要問題。本文通過在進(jìn)行系統(tǒng)分析傳統(tǒng)的中外激勵理論和知識型員工激勵理論的基礎(chǔ)上,結(jié)合南德公司所在的檢驗認(rèn)證服務(wù)行業(yè)的知識型員工的獨特點,采用調(diào)查問卷和深入訪談的研究方法對南德公司的知識型員工的潛在需求和現(xiàn)行激勵機制的效用進(jìn)行了實證調(diào)查,并對調(diào)查所獲得的數(shù)據(jù)進(jìn)行了科學(xué)分析,發(fā)掘出現(xiàn)行激勵機制所存在的一些問題與不足之處,并針對這些問題和不足提出了優(yōu)化方案和具體實施措施,以幫助公司領(lǐng)導(dǎo)層和人力資源部提供建議,如何有效提升知識型人才的管理水平,達(dá)到可以吸引和留住優(yōu)秀人才,減少人才的流失,穩(wěn)定團(tuán)隊,提高公司競爭力的目的。通過對南德公司知識型人才激勵機制的研究探討,得出了研究結(jié)論:知識型人才需要采用綜合型多途徑的激勵機制,特別重視薪酬和考評制度公平性,采用多渠道的晉升機制,建立良好的團(tuán)隊文化氛圍和有效的培訓(xùn)機制,注重體現(xiàn)人才價值的激勵機制,這對于國內(nèi)其他類似的知識型人才公司和其他高新技術(shù)的公司改善其知識型人才的激勵機制,提高人才競爭力方面有一定的借鑒意義。
[Abstract]:The 21st century is the era of knowledge economy, the development of science and technology changes with each passing day. The core competitive factors of enterprises have gradually undergone tremendous changes, from capital elements to human factors. The transfer of the core competitive elements of enterprises directly leads to the transformation of the concept of enterprise management. How to establish a set of effective talent incentive mechanism suitable for their own has become a core problem of human resources management in many enterprises at present. This paper probes into the optimization of incentive mechanism for knowledge workers in Nande Company. The object of study is the knowledge workers in the inspection and certification industry of Nande Company. Due to the changes in the industry situation, the original incentive mechanism of Nande Company can not adapt to the new competition needs, which leads to the lack of enthusiasm of the employees of Nande Company and the inability to retain the excellent employees. In recent years, employee motivation has been a major concern of Nande Company. The continuous loss of excellent knowledge workers, or the fact that competitors have dug a corner, or that they have started their own businesses to compete with the company, has caused the company to lose a large number of customer resources, which has not only hindered the business development of Nande Company, It also directly affects the enthusiasm of other employees in the company. How to optimize the incentive mechanism of knowledge workers in Nande Company has become the most important issue in the human resource management of Nande Company. On the basis of systematic analysis of the traditional incentive theory and knowledge worker incentive theory, this paper combines the unique points of the knowledge workers in the certification service industry of Nande Company. This paper makes an empirical investigation on the potential needs of knowledge workers in Nande Company and the utility of the current incentive mechanism by means of questionnaires and in-depth interviews, and makes a scientific analysis of the data obtained from the survey. To find out some problems and shortcomings of the current incentive mechanism, and put forward the optimization plan and specific implementation measures to help the company leadership and human resources department to provide advice. How to effectively improve the management level of knowledge-based talents, can attract and retain outstanding talents, reduce the loss of talents, stabilize the team, and improve the competitiveness of the company. Through the research and discussion on the incentive mechanism of intellectual talents in Nande Company, the paper draws the conclusion that the knowledge-based talents need to adopt a comprehensive and multi-channel incentive mechanism, pay special attention to the fairness of compensation and appraisal system, and adopt a multi-channel promotion mechanism. Establish a good team culture atmosphere and effective training mechanism, pay attention to the incentive mechanism to reflect the value of talents, which can improve the incentive mechanism for other similar knowledge talent companies and other high-tech companies in China. To improve the competitiveness of talent has certain reference significance.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.6

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