本文選題：激勵(lì)機(jī)制　切入點(diǎn)：績(jī)效考核　出處：《西安建筑科技大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：傳統(tǒng)的計(jì)劃經(jīng)濟(jì)體制之下,國(guó)企注重行政層級(jí),強(qiáng)調(diào)嚴(yán)格的等級(jí)和規(guī)章制度,注重員工資歷的深淺,堅(jiān)持內(nèi)部的均衡性、獎(jiǎng)勵(lì)的同等性,企業(yè)缺乏有效的激勵(lì)機(jī)制。隨著社會(huì)主義市場(chǎng)經(jīng)濟(jì)的逐步建立,國(guó)企越來越重視建立和完善激勵(lì)機(jī)制。制定科學(xué)有效的激勵(lì)機(jī)制,是企業(yè)立身競(jìng)爭(zhēng)激烈的市場(chǎng),立于不敗之地的必要條件。KY公司是一家長(zhǎng)期從事勘探、開發(fā)與采集礦產(chǎn)資源、研究開發(fā)有色金屬的技術(shù)業(yè)務(wù)的大型國(guó)有企業(yè),在人力資源管理與企業(yè)激勵(lì)機(jī)制建構(gòu)上還有著較為深厚的傳統(tǒng)計(jì)劃體制的痕跡,使得該公司在激勵(lì)機(jī)制設(shè)計(jì)方面存在著較多的不足,嚴(yán)重影響了企業(yè)經(jīng)營(yíng)效益,也引起了企業(yè)管理者的高度關(guān)注與重視。本文運(yùn)用管理學(xué)、經(jīng)濟(jì)學(xué)、社會(huì)學(xué)等學(xué)科的基本理論和方法,以綜合激勵(lì)理論為理論基礎(chǔ),從內(nèi)在報(bào)酬與外在報(bào)酬兩方面設(shè)計(jì)問卷,對(duì)KY公司激勵(lì)機(jī)制現(xiàn)狀進(jìn)行調(diào)查,指出該公司目前激勵(lì)機(jī)制存在薪酬體系設(shè)計(jì)不合理、企業(yè)崗位晉升制度不合理、自我激勵(lì)制度缺乏、目標(biāo)激勵(lì)收效甚微等問題,并分析得出產(chǎn)生這些的問題的原因在于管理層缺乏員工激勵(lì)理念、績(jī)效考核制度不合理、企業(yè)文化建設(shè)滯后。在此基礎(chǔ)上,遵循科學(xué)性、有效性和公平性原則,對(duì)于KY激勵(lì)機(jī)制優(yōu)化方案進(jìn)行了設(shè)計(jì),內(nèi)容包括薪酬體系優(yōu)化設(shè)計(jì)、晉升制度優(yōu)化方案設(shè)計(jì)、社會(huì)保障體系優(yōu)化方案設(shè)計(jì)及內(nèi)在報(bào)酬激勵(lì)機(jī)制優(yōu)化設(shè)計(jì)等,之后進(jìn)一步對(duì)從建立完善的人才培養(yǎng)體系和建設(shè)先進(jìn)的企業(yè)文化方面分析了該方案順利實(shí)施需要的保障條件,推動(dòng)該公司人力資源管理效能,提高企業(yè)經(jīng)營(yíng)效益。本文的創(chuàng)新點(diǎn)在于:以綜合激勵(lì)理論為理論基礎(chǔ),建立了以薪酬體系優(yōu)化、晉升途徑優(yōu)化、社會(huì)保障制度優(yōu)化及員工內(nèi)在報(bào)酬激勵(lì)機(jī)制優(yōu)化等為主要內(nèi)容的KY公司激勵(lì)機(jī)制優(yōu)化方案。
[Abstract]:Under the traditional planned economy system, state-owned enterprises pay attention to administrative levels, stress strict levels and regulations, pay attention to the depth of the qualifications of employees, insist on internal balance, and pay attention to the equality of rewards. With the gradual establishment of the socialist market economy, the state-owned enterprises pay more and more attention to the establishment and improvement of the incentive mechanism. KY Company is a large state-owned enterprise engaged in exploration, exploitation and collection of mineral resources and research and development of non-ferrous metals technology for a long time. There is a deep trace of the traditional planning system in human resource management and enterprise incentive mechanism construction, which makes the company have more shortcomings in the design of incentive mechanism, which seriously affects the operating efficiency of the enterprise. This paper uses the basic theories and methods of management, economics, sociology and so on, based on the comprehensive incentive theory, designs the questionnaire from the internal reward and the external reward. This paper investigates the current situation of incentive mechanism in KY Company, and points out that the incentive mechanism of KY Company has some problems, such as unreasonable design of salary system, unreasonable promotion system, lack of self-motivation system, little effect of target incentive, etc. The reasons for these problems are the lack of employee motivation concept, the unreasonable performance appraisal system and the lag of corporate culture construction. On this basis, the principles of science, effectiveness and fairness are followed. The optimization scheme of KY incentive mechanism is designed, including salary system optimization design, promotion system optimization scheme design, social security system optimization scheme design and internal reward incentive mechanism optimization design, etc. After that, it further analyzes the guarantee conditions needed for the smooth implementation of the program from the aspects of establishing a perfect personnel training system and building an advanced enterprise culture, so as to promote the efficiency of the company's human resources management. The innovation of this paper lies in: on the basis of the theory of comprehensive incentive theory, we have established the optimization of salary system and the way of promotion. The optimization of the incentive mechanism of KY company is the main content of the optimization of social security system and employee's internal reward incentive mechanism.
【學(xué)位授予單位】：西安建筑科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.1

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