發(fā)布時間：2018-06-10 03:35

  本文選題：長沙市建筑公司 + 技術(shù)人員�。� 參考：《湖南大學》2013年碩士論文

【摘要】：建筑業(yè)已經(jīng)成為我國國民經(jīng)濟的支柱產(chǎn)業(yè),我國建筑業(yè)的市場規(guī)模龐大,企業(yè)數(shù)量眾多,但在我國建筑業(yè)的發(fā)展過程中,由于體制、培訓水平等方面原因,建筑人員素質(zhì)偏低,使得建筑工程質(zhì)量不高。而在競爭激烈的建筑業(yè)市場中,企業(yè)員工也頻頻跳槽,人員流動性大等問題嚴重,對企業(yè)員工進行有效的激勵已經(jīng)顯得日益重要。對建筑行業(yè)而言,其追求的目標是利潤的最大化,在實現(xiàn)企業(yè)戰(zhàn)略性目標的過程中,企業(yè)員工特別是技術(shù)人員起到了至關(guān)重要的作用。因此,企業(yè)如何有效的管理以及激勵技術(shù)人員,有效的留住企業(yè)核心的技術(shù)人才,激發(fā)他們的工作熱情與積極性,這對企業(yè)的發(fā)展壯大、提升企業(yè)的核心競爭力起著關(guān)鍵性的作用。 本文選取長沙市建筑公司為研究對象,在回顧激勵理論以及相關(guān)文獻的基礎(chǔ)上,研究中采用了實證研究法,首先對長沙市建筑公司技術(shù)人員的激勵現(xiàn)狀以及員工滿意度進行了調(diào)查,并對公司技術(shù)人員的激勵機制現(xiàn)狀進行分析,歸納了該公司現(xiàn)行的激勵機制所存在的問題。并在此基礎(chǔ)上,針對技術(shù)人員的需求特點,提出了該公司激勵機制的改進方案。最后提出了改進后的激勵機制在今后實施中的保障措施,以及激勵機制在實施中可能會出現(xiàn)的問題和相應(yīng)的解決對策。 研究結(jié)果表明,通過對長沙市建筑公司技術(shù)人員的激勵機制進行詳細的闡述與深入分析,發(fā)現(xiàn)長沙市建筑公司技術(shù)人員的激勵機制主要存在的問題是職責與薪酬不符、激勵方式單一、缺乏晉升機會以及缺乏系統(tǒng)化的培訓機制等這幾個方面。而本文所重新設(shè)計提出的崗位設(shè)計激勵、激勵性的薪酬體系、實施精神激勵、技術(shù)人員職業(yè)生涯發(fā)展激勵、改進培訓體系、建立有效的約束機制以及加強工作本身的內(nèi)在激勵這七個方面的改進方案,對該公司的長遠發(fā)展以及贏得市場競爭有著現(xiàn)實而又積極的意義。
[Abstract]:The construction industry has already become the pillar industry of our national economy, the market scale of our country construction industry is huge, the number of enterprises is numerous, but in the development process of our country construction industry, because of the system, the training level and so on, the quality of the construction personnel is on the low side. The quality of the construction project is not high. In the fierce competition in the construction market, the enterprise employees also frequently switch jobs, staff mobility and other serious problems, effective incentive to the employees has become increasingly important. To the construction industry, the goal is to maximize the profit. In the process of realizing the strategic goal of the enterprise, the employees, especially the technical personnel, have played a vital role. Therefore, how to effectively manage and motivate technical personnel, effectively retain the core technical personnel of the enterprise, stimulate their enthusiasm and enthusiasm for work, which is beneficial to the development and growth of the enterprise. In this paper, Changsha Construction Company is selected as the research object, on the basis of reviewing the incentive theory and related literature, the empirical research method is adopted in the study. Firstly, the incentive status and employee satisfaction of technical staff in Changsha Construction Company are investigated, and the current situation of incentive mechanism of technical personnel in Changsha City is analyzed, and the existing problems of incentive mechanism in Changsha Construction Company are summarized. On this basis, according to the demand characteristics of technical personnel, the improvement scheme of incentive mechanism of the company is put forward. Finally, the paper puts forward the safeguard measures of the improved incentive mechanism in the future implementation, the problems that may appear in the implementation of the incentive mechanism and the corresponding solutions. The research results show that, Through the detailed elaboration and in-depth analysis of the incentive mechanism of the technical personnel of Changsha Construction Company, it is found that the main problem of the incentive mechanism of the technical personnel of Changsha Construction Company is that the duty and salary are not consistent, and the incentive mode is single. Lack of promotion opportunities and lack of systematic training mechanism and so on. This article redesigns the proposed post design incentive, the incentive salary system, the implementation spirit incentive, the technical personnel career development incentive, the improvement training system, It is of realistic and positive significance for the company to establish effective restraint mechanism and to strengthen the internal incentive of the work itself in seven aspects of improving the company's long-term development and winning the market competition.
【學位授予單位】：湖南大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F426.92;F272.92

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本文編號：2001836