本文選題：人力資源 + 激勵制度�。� 參考：《南昌大學(xué)》2015年碩士論文

【摘要】：當(dāng)前,人力資源的有效管理是中小型企業(yè)成長和發(fā)展過程中重要的管理內(nèi)容,而激勵是人資管理中的核心要素。在企業(yè)人資管理工作中所需要獲取的各項資源、人力資源的有效整合及企業(yè)未來人資發(fā)展方向方面,激勵發(fā)揮著舉足輕重的作用。所以,對于員工的激勵是目前企業(yè)管理者和經(jīng)營者必須重視的問題,激勵是一項系統(tǒng)而又復(fù)雜的管理工作,其管理職能逐步被企業(yè)管理者納入到企業(yè)的整體管理工作中,同時朝著有效員工激勵的目標(biāo)前進(jìn)。與此同時,在新時期、新形勢下,企業(yè)要想更好、更穩(wěn)、更快的發(fā)展,就必須積極做好員工的激勵工作,尤其是中小企業(yè),可使員工的個人業(yè)績提升促進(jìn)企業(yè)整體業(yè)績的提升,而激勵理論在企業(yè)業(yè)績發(fā)展理論中起著重要依據(jù)的效用。本文以中小企業(yè)江西人福公司員工激勵制度作為本次研究的具體對象,該公司是一家中小型民營醫(yī)藥生產(chǎn)企業(yè)。本文首先簡單介紹本研究中的研究背景、研究目的及意義,了解中小企業(yè)激勵應(yīng)用的內(nèi)外部環(huán)境和具體效用;再應(yīng)用文獻(xiàn)法闡述人才選拔、員工培訓(xùn)、薪酬管理及績效管理等方面的人力資源管理理論,并闡述馬斯洛需求層次理論、赫茨伯格的雙因素理論、期望理論及其他激勵理論,同時對中小型醫(yī)藥生產(chǎn)企業(yè)的特點進(jìn)行分析。在此基礎(chǔ)上,以江西人福公司為案例,分析該公司的激勵制度,并探討這些激勵制度制定和執(zhí)行中存在的問題;然后根據(jù)當(dāng)前醫(yī)藥市場發(fā)展的實情,結(jié)合人福公司發(fā)展戰(zhàn)略,從招聘、培訓(xùn)、薪酬及績效等方面優(yōu)化激勵制度,同時提出保障激勵制度優(yōu)化方案實施的對策,以確保激勵制度的有效執(zhí)行,最后對本研究進(jìn)行總結(jié)和展望,以期為其他中小企業(yè)的人力資源管理和激勵機(jī)制的建立提供一定的理論參考。
[Abstract]:At present, the effective management of human resources is an important management content in the process of growth and development of small and medium-sized enterprises, and incentive is the core element of human capital management. Incentive plays an important role in the effective integration of human resources and the development direction of human capital in the future. Therefore, the incentive for employees is a problem that managers and managers must pay attention to at present. Incentive is a systematic and complex management work, and its management function is gradually brought into the overall management of enterprises by managers. At the same time move towards the goal of effective employee motivation. At the same time, in the new era and under the new situation, if enterprises want to develop better, more steadily and faster, they must actively do a good job of encouraging employees, especially small and medium-sized enterprises, which can enhance the individual performance of employees and promote the overall performance of enterprises. The incentive theory plays an important role in the theory of enterprise performance development. This paper takes the employee incentive system of Jiangxi Renfu Company, a small and medium-sized private pharmaceutical manufacturer, as the specific object of this study. This paper first introduces the research background, purpose and significance of this research, understanding the internal and external environment and specific effects of incentive application in small and medium-sized enterprises, and then applies the literature method to describe the selection of talents, staff training, The theory of human resource management in compensation management and performance management, and expatiated on Maslow's hierarchy of demand theory, Herzberg's two-factor theory, expectation theory and other incentive theory, At the same time, the characteristics of small and medium-sized pharmaceutical production enterprises are analyzed. On this basis, taking Jiangxi Renfu Company as an example, this paper analyzes the incentive system of the company, and discusses the problems existing in the formulation and implementation of these incentive systems, and then according to the actual situation of the current medical market development, combined with the development strategy of the company, From the aspects of recruitment, training, compensation and performance, this paper optimizes the incentive system. At the same time, it puts forward the countermeasures to ensure the effective implementation of the incentive system. Finally, the paper summarizes and looks forward to the research. In order to provide some theoretical reference for the establishment of human resource management and incentive mechanism of other small and medium-sized enterprises.
【學(xué)位授予單位】：南昌大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F426.72

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