A律师事务所知识型员工激励因素分析与制度设计

发布时间：2018-10-22 09:34

【摘要】：知识就是力量。当今企业中最宝贵的资产就是掌握知识的员工。由于知识型员公具有较强的独立性,较高的创新精神,更乐于接受挑战,且更富于追求自身价值的实现这些特点,因此,知识型员工的动力并不止于简单的薪酬,更多地来自工作的内在报酬。知识型员工除了高科技企业的研发人员,还包括会计师、律师、咨询师等等,而对这些知识型员工的激励因素和激励体系的研究目前鲜有。由于律师事务所在我国起步较晚,作为服务型行业,又脱胎于国家机关,在管理上普遍存在观念落后、延用政府机关管理模式等问题,存在人才流失的问题,因此建立有效的激励制度和科学的人力资源管理是十分重要而具有现实意义的。本文从对知识员工的范围及特点分析入手,通过对一般激励理论和对知识员工激励理论的对比研究,总结出适合我国律师事务所知识员工激励理论基础。除了对相关激励理论及知识型员工的激励因素进行文献综述和梳理,同时采用实证分析的方法,该文重点对从律师事务所知识型员工激励需求因素进行实证研究。根据前述总结的理论体系设计适合我国律师事务所知识员工需求因素的调查问卷,选取A律师事务所的知识员工进行调查研究,该实证研究综合了A律师事务所本身根治于国内民商经济法,但正努力拓展海事、涉外、国际化业务的单位内部环境特点,从工龄、年龄、性别、岗位等多个维度对A律师事务所知识型员工进行激励需求调查分析。并据此提出一套适合律师事务所知识型员工的激励模型。主要包括：通过建立量化的绩效考核体系、调整福利结构来完善薪酬激励机制；通过赋予更灵活工作时间,采取弹性工作制来提高员工的自我管理技能；通过内滋激励法满足律师事务所知识型员工个人成长和事业成就的需要；通过创造具有特色的企业文化保证律师事务所持续、健康地发展；通过培养高效的管理层来提高管理水平。本文主要有五章：第一章是绪论部分,主要包括选题的背景和意义、研究的内容和方法、预期的创新点等；第二章是相关理论综述,主要对相关的激励理论和国内外的研究现状进行文献研究；第三章是对A律师事务所的现状调查和数据统计分析；第四章是针对A律师事务所的特点提出的一个具体激励体制；第五章是对全文的系统总结。
[Abstract]:Knowledge is power. The most valuable asset in an enterprise today is a knowledgeable employee. Because of their strong independence, high innovative spirit, more willing to accept challenges, and more rich in the pursuit of their own value to achieve these characteristics, knowledge workers' motivation is not only simple salary, More from the inner rewards of work. Besides the R & D staff of high-tech enterprises, knowledge workers include accountants, lawyers, consultants and so on. However, there are few researches on the incentive factors and incentive system of these knowledge workers. Since the law firms started late in our country, as a service-oriented industry, they were born out of the state organs, and there are many problems in the management of the law firms, such as the backward concept of management, the extension of the management mode of government organs, and the problem of brain drain. Therefore, the establishment of effective incentive system and scientific human resource management is very important and practical significance. This paper begins with the analysis of the scope and characteristics of the knowledge staff, and through the comparative study of the general incentive theory and the knowledge employee incentive theory, summarizes the theoretical basis of the knowledge staff incentive theory suitable for the law firms in our country. In addition to the relevant incentive theory and motivation factors of knowledge workers literature review and combing, at the same time, using the method of empirical analysis, this paper focuses on the empirical study of motivation demand factors of knowledge workers from law firms. According to the theoretical system summarized above, we designed a questionnaire that is suitable for the demand factors of knowledge workers in law firms in our country, and selected the knowledge staff of law firm A to investigate and study. The empirical study synthesizes the internal environmental characteristics of the unit of maritime, foreign and international business, from the length of service, the age, the gender, the internal environmental characteristics of the unit, which integrates the A law firm itself and the domestic civil and commercial economic law, but it is trying to expand the internal environmental characteristics of the maritime, foreign and international business units. Position and other dimensions to A law firm knowledge staff motivation needs investigation and analysis. Based on this, a set of incentive model suitable for knowledge workers in law firms is put forward. It mainly includes: perfecting the salary incentive mechanism by establishing the quantitative performance appraisal system, adjusting the welfare structure, improving the self-management skills of the staff by giving more flexible working hours and adopting the flexible work system; To meet the needs of individual growth and career achievement of knowledge workers in law firms, to ensure the sustained and healthy development of law firms by creating a unique corporate culture; Improve management by fostering efficient management. There are five chapters in this paper: the first chapter is the introduction, including the background and significance of the topic, the content and method of the research, the expected innovation, etc. The third chapter is the investigation of the current situation of A law firm and the statistical analysis of the data, the fourth chapter is a specific incentive system according to the characteristics of A law firm. The fifth chapter is a systematic summary of the full text.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：D926.5

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