【摘要】：現(xiàn)在全球正處于知識經(jīng)濟時代,市場環(huán)境及格局瞬息萬變,以知識為主要生產(chǎn)力的高新技術公司面臨著前所未有的挑戰(zhàn)。作為高新技術企業(yè)的主要人力資本,知識技術型員工在企業(yè)的發(fā)展中發(fā)揮著不可忽視的作用。如何建立一個針對技術型員工的激勵機制,對技術型員工進行有效激勵,從而充分發(fā)揮技術型員工的能力并且實現(xiàn)員工與企業(yè)的共贏是企業(yè)可持續(xù)發(fā)展的關鍵。本文采用文獻分析,理論和實踐相結合等方法,研究諾華信通信公司員工激勵機制的改進。首先分析的是選題的背景,研究意義和目的,提出研究內(nèi)容,然后分析相關概念,對技術型員工的定義及相關激勵理論進行闡述,并介紹了國內(nèi)外學者對該領域的研究狀況。將人力資源管理理論與技術性服務提供企業(yè)特點相結合,對諾華信公司的技術型員工激勵現(xiàn)狀進行了深入調(diào)查研究,發(fā)現(xiàn)該公司在對技術型員工激勵方面存在的主要問題,深入分析這些問題產(chǎn)生的原因,最后在遵循相關員工激勵原則的前提下,提出技術型員工的激勵機制改進方案,并提供相應的保障措施。本文研究認為技術型員工有其自身的特點,因此要有針對性地實施激勵措施。對技術型員工來說,重要的不僅僅是經(jīng)濟要素,非經(jīng)濟要素也同樣重要。要充分激勵技術型員工,就要不僅重視物質(zhì)激勵,更要重視精神激勵。企業(yè)必須要設計具有激勵性的薪酬體系,采用科學的績效考評方法,建立合理的培訓制度,實施科學的職業(yè)生涯管理,營造良好的企業(yè)文化,構建一套適合于技術型人員的激勵體系。使企業(yè)得以健康、穩(wěn)固的發(fā)展。
[Abstract]:Nowadays, the world is in the era of knowledge economy, and the market environment and pattern are changing rapidly. High-tech companies with knowledge as the main productive force are facing unprecedented challenges. As the main human capital of high-tech enterprises, knowledge and technology employees play an important role in the development of enterprises. How to establish an incentive mechanism for technical employees and how to effectively motivate technical employees so as to give full play to the ability of technical employees and realize the win-win situation between employees and enterprises is the key to the sustainable development of enterprises. This paper studies the improvement of employee incentive mechanism of Novartis Communications Company by means of literature analysis, theory and practice. First, it analyzes the background, significance and purpose of the topic, puts forward the research content, then analyzes the related concepts, describes the definition of technical staff and related incentive theory, and introduces the research situation of domestic and foreign scholars in this field. Combining the theory of human resource management with the characteristics of technical service providers, this paper makes an in-depth investigation and study on the incentive status of technical employees in Novartis Corporation, and finds out the main problems existing in the incentive of technical employees in this company. The causes of these problems are analyzed in depth. Finally, under the premise of following the relevant employee incentive principles, the paper puts forward a scheme to improve the incentive mechanism of technical employees, and provides the corresponding safeguard measures. This paper believes that technical employees have their own characteristics, so we should implement incentive measures. For skilled workers, what is important is not only the economic factor, but also the non-economic factor. In order to fully motivate technical employees, we should pay attention not only to material incentives, but also to spiritual incentives. Enterprises must design incentive salary system, adopt scientific performance appraisal method, establish reasonable training system, carry out scientific career management, and create good corporate culture. Build a set of incentive system suitable for technical personnel. To enable the healthy and steady development of the enterprise.
【學位授予單位】：湖南大學
【學位級別】：碩士
【學位授予年份】：2016
【分類號】：F272.92;F626

【參考文獻】

相關期刊論文 前10條

1 呂默;;企業(yè)知識資本管理的問題與有效途徑[J];現(xiàn)代企業(yè);2016年03期

2 高山;;高新技術企業(yè)知識型員工激勵措施研究[J];安徽行政學院學報;2016年01期

3 奚錦燕;曹勇;朱磊;;三維度創(chuàng)新員工激勵 鹽城移動探索“80后”知識型員工激勵實踐[J];通信企業(yè)管理;2016年01期

4 曹光偉;;培育企業(yè)核心競爭力和企業(yè)人才隊伍初探[J];經(jīng)濟師;2015年04期

5 劉芳;;知識員工的激勵機制研究[J];企業(yè)導報;2014年07期

6 梁永利;初鳳榮;;知識型員工激勵存在問題及對策[J];現(xiàn)代經(jīng)濟信息;2013年02期

7 吳濤;;基于企業(yè)戰(zhàn)略的知識型員工激勵機制模型研究[J];江蘇商論;2011年02期

8 王長慧;;寬帶薪酬:知識員工激勵的有效薪酬模式[J];合作經(jīng)濟與科技;2009年08期

9 王偉強;;知識員工激勵因素的實證研究及中外比較分析[J];電子科技大學學報(社科版);2008年02期

10 謝兆建;高峰;;知識型員工的激勵管理[J];現(xiàn)代商貿(mào)工業(yè);2007年08期

，

本文編號：2200909