本文關(guān)鍵詞： 人力資源 激勵(lì)機(jī)制 非物質(zhì)激勵(lì) 遲延效應(yīng)　出處：《天津大學(xué)》2007年碩士論文　論文類型：學(xué)位論文

【摘要】： 在當(dāng)今的中國(guó),通信企業(yè)幾大龍頭共享市場(chǎng),進(jìn)入WTO以后,為適應(yīng)市場(chǎng)經(jīng)濟(jì)的需要,政府一再?gòu)?qiáng)調(diào)外資通訊公司可以在適當(dāng)?shù)臅r(shí)機(jī)進(jìn)入中國(guó)市場(chǎng),一時(shí)間各大通信公司劍拔弩張,競(jìng)爭(zhēng)處于白熱化階段。 各大公司在街頭巷尾都作了鋪天蓋地的廣告,為自己的產(chǎn)品尋求潛在的市場(chǎng)。而競(jìng)爭(zhēng)的核心則在于對(duì)人才的競(jìng)爭(zhēng),企業(yè)的靈魂是企業(yè)的員工,員工的素質(zhì)決定企業(yè)的優(yōu)劣,怎樣發(fā)揮員工的積極性、創(chuàng)造性,讓員工為企業(yè)做出自己最大的努力,這是當(dāng)今企業(yè)都在尋求的實(shí)現(xiàn)企業(yè)目標(biāo)的一個(gè)必備的條件。 本文首先對(duì)選題的背景做了介紹,查閱了古今中外大量的文獻(xiàn),并進(jìn)行了詳細(xì)的論述。然后對(duì)濟(jì)南網(wǎng)通公司進(jìn)行了隨機(jī)調(diào)查問卷,問卷內(nèi)容包括濟(jì)南網(wǎng)通公司的現(xiàn)行激勵(lì)制度的設(shè)計(jì)狀況、運(yùn)行狀況,把員工按照不同工作性質(zhì),不同職位,不同學(xué)歷,不同工資水平等進(jìn)行分類,對(duì)其分別進(jìn)行調(diào)研、統(tǒng)計(jì)、分析,在此基礎(chǔ)上找到濟(jì)南網(wǎng)通公司現(xiàn)行的激勵(lì)機(jī)制存在的問題,并在文章的最后一部分提出有針對(duì)性的人才激勵(lì)政策建議。 本論文通過調(diào)查得出濟(jì)南網(wǎng)通公司存在的幾個(gè)嚴(yán)重制約企業(yè)的瓶頸問題:企業(yè)對(duì)員工的激勵(lì)的設(shè)計(jì)缺乏長(zhǎng)效機(jī)制,忽視對(duì)員工激勵(lì)實(shí)施中存在的遲滯效應(yīng),對(duì)職工的非薪金激勵(lì)機(jī)制不到位,致使員工的團(tuán)體意識(shí)淡漠,并分析了問題出現(xiàn)的原因。本文在已有的理論基礎(chǔ)上進(jìn)行了一定的創(chuàng)新,提出了一些理論原則,可行性措施和具體的激勵(lì)方式,這些都有利于公司的激勵(lì)機(jī)制的可行性操作,以期能為同行業(yè)企業(yè)的人力資源的激勵(lì)機(jī)制的建立和實(shí)施做出基礎(chǔ)性的理論貢獻(xiàn)。
[Abstract]:In today's China, several leading telecommunications enterprises share the market. After entering WTO, in order to meet the needs of the market economy, the government has repeatedly stressed that foreign communication companies can enter the Chinese market at an appropriate time. At one time, the major communications companies at loggerheads, the competition is in the white-hot stage. Every major company has made numerous advertisements on the streets and lanes to seek a potential market for its products. The core of the competition lies in the competition for talents. The soul of the enterprise is the employees of the enterprise, and the quality of the employees determines the quality of the enterprise. How to give full play to the enthusiasm and creativity of employees and make employees make their best efforts for enterprises is a necessary condition for enterprises to achieve their goals. This paper first introduces the background of the topic, looks up a large number of literature, and discusses it in detail, and then carries out a random questionnaire to Jinan Netcom Company. The contents of the questionnaire include the design and operation of the current incentive system of Jinan Netcom Company. The employees are classified according to different working properties, different positions, different academic qualifications, different salary levels, etc. On the basis of the analysis, this paper finds out the existing problems in the incentive mechanism of Jinan Netcom Company, and puts forward some suggestions on the talent incentive policy in the last part of the article. Through the investigation, this paper concludes that there are several bottleneck problems in Jinan Netcom Company: the design of incentive to employees is short of long-term mechanism, and the hysteresis effect exists in the implementation of incentive to employees is ignored. The non-salary incentive mechanism of the staff is not in place, which causes the staff's group consciousness to be indifferent, and analyzes the causes of the problems. This paper makes some innovations on the basis of the existing theories, and puts forward some theoretical principles. The feasibility measures and specific incentive methods are beneficial to the feasible operation of the incentive mechanism of the company, in the hope of making a basic theoretical contribution to the establishment and implementation of the incentive mechanism of human resources in the same industry enterprises.
【學(xué)位授予單位】：天津大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2007
【分類號(hào)】：F272.92;F626

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本文編號(hào)：1541165