ST公司员工敬业度现状与对策研究

发布时间：2018-03-02 22:04

本文选题：ST公司　切入点：员工敬业度　出处：《山东大学》2016年硕士论文　论文类型：学位论文

【摘要】：在当今社会,人力资源已经成为了企业最为宝贵的资源,企业间的竞争越来越多的体现在人才的竞争上。人才管理的重要目标之一是让员工敬业,因为敬业的员工会为企业带来高绩效,敬业度已经成为了衡量企业人力资源管理状况的重要指标。ST公司是一家中德合资企业,生产电力变压器。在严峻的市场压力下,企业订单骤减,管理层提出了变以致远的愿景,以及要做客户满意的合作伙伴,成为行业内最受尊敬的雇主,持续为客户提供创新解决方案,实现公司销售额与利润的快速增长的战略目标。ST公司人力资源也提出了要建立一支高素质、高度团结的队伍,同时打造高绩效的企业文化这一发展目标。应对竞争,企业采取了一系列改进措施,重拳出击下,公司的订单开始复苏,局面开始好转,但是企业内部也开始出现了人才流失、产品质量等问题。为了准确了解公司敬业度现状,在学者与咨询机构关于敬业度的理论指导下,本文对全体员工进行了敬业度的调查。针对调查中聚焦的问题,本文结合公司发展战略与人力资源发展目标,制定出了切实可行的敬业度提升对策,对提高ST公司员工个人绩效与组织绩效产生了积极的影响。提升企业的绩效,这也正是本文研究的目的所在。本文的研究背景为中国电力变压器行业发展的成熟期。此时,市场上已呈现外资企业、国资企业(包括国资控股企业)与民营企业的三足鼎立之势,行业竞争压力巨大。本文的研究丰富了关于员工敬业度问题的实证研究,有助于提升ST公司个人业绩与整体业绩,同时为电力变压器行业的其他公司提供案例借鉴。本文主要采取了文献研究法、问卷调查法与访谈的方法。在研究伊始,通过网络资源和线下资源查阅大量资料和文献,研究了关于员工敬业度概念、结构维度以及敬业度作用机制等相关理论知识,做为本文的理论支撑,在此基础上制定了适合于本企业实际情况的员工敬业度调查问卷,并以问卷加访谈的形式采访了各层级的员工,了解员工敬业度现状以及影响员工敬业度的因素,为下一步制定员工敬业度提升对策提供了依据。在研究敬业度提升对策时,以研讨会访谈和电话访谈的形式采访了公司管理者与集团人力资源专家,获得了宝贵的指导意见。本文的基本结论为：员工敬业度受组织因素、工作因素与个人因素影响,针对调查结果、企业发展战略及人力资源发展目标,建议从薪酬、蓝领员工职业发展与灵活的工作制度三项对策上改变影响敬业度的因素,对员工的工作投入、组织认同与发展追随程度产生积极的影响,从而改善员工的个人绩效与组织的整体绩效。薪酬管理工作是企业战略的支撑力,是人力资源管理战略的直接延伸。薪酬策略应随着企业战略的变化而改变。员工的职业发展规划能够让员工承担更重要的责任,获得更广阔的职业发展空间,提高员工的工作积极性和主动性,增强工作进取心和责任心,使个人利益与企业利益实现共赢。灵活的工作制度,带给员工更多的信任感与自由感,顺应了员工的心理需要,使员工有更灵活的时间来处理私人的事务,满足了员工工作与生活的平衡需求,使员工“自我管理”的意识得到尊重,将激发员工对企业的忠诚度和与任感,从而提高工作效率,回报企业。本文的主要创新点为设计符合生产型企业实际情况的员工敬业度调查方式并制定ST公司切实可行性的敬业度提升方案,有益于对敬业度做进一步的研究与探讨。
[Abstract]:In today's society, human resources has become the most valuable resource, reflect more and more competition among enterprises in the talent competition. One of the important goal of talent management is to allow employees to work, because the dedicated staff will bring high performance for the enterprise, engagement has become an important indicator of the.ST company to measure human resource management of state enterprises is a Sino German joint venture, the production of power transformer. In the severe market pressures, corporate orders plummeted, management is put forward to reach the vision, and make customers satisfactory partner, to become the industry's most respected employers continue to provide innovative solutions for customers. To achieve rapid growth in sales and profits of the strategic goal of.ST company human resources have also proposed the establishment of a high-quality, high degree of team unity, and build a high performance enterprise culture This is a development goal. To deal with the competition, the enterprise has taken a series of measures, under heavy attack, the company's orders began to recover, the situation began to improve, but the enterprise also began to appear in the brain drain, product quality and other issues. In order to accurately understand the engagement in the status quo, scholars and consulting institutions about the engagement theory next, this paper conducted a survey of engagement for all employees. In the investigation focus on problems, combined with the company's development strategy and human resource development objectives, formulate feasible countermeasures to raise the engagement, had a positive effect on improving employee performance and organizational performance of ST company. To enhance corporate performance, this it is also the purpose of this paper. The research background of this paper is the development of mature China power transformer industry. At this time, foreign enterprises have been present on the market, state-owned enterprises (including The state-owned enterprises and private enterprises) a situation of tripartite confrontation situation, industry competition pressure is huge. This study enriches the empirical research on employee engagement problems, help to improve individual performance and overall performance of ST company, and other companies for the power transformer industry to provide reference. This paper mainly adopts the literature research method. The method of questionnaire and interview. At the beginning of the study, through the resources of cyber source and offline access to large amounts of data and literature, the research on the concept of employee engagement, structure dimension and engagement mechanism and other relevant theoretical knowledge, as a support of this theory, on the basis of the development of suitable for the actual situation of the enterprise employee engagement survey questionnaire, and the questionnaire and interviews in the form of interviews with people at all levels, to understand the status of employee engagement and influence factors of employee engagement, For the next step to develop strategies to improve employee engagement to provide the basis. In the study of countermeasures to raise the engagement, the seminar interviews and telephone interviews in the form of interviews with company managers and HR experts, obtained valuable guidance. The conclusion is that the employee engagement by the organizational factors, influence and individual factors, according to the survey results, the enterprise development strategy and human resource development objectives, suggestions from the salary, blue collar workers occupation development and flexible working system of three countermeasures on changing factors of employee engagement and job involvement have a positive impact on organizational identification and follow the development degree, so as to improve the overall performance individual performance and organization staff. Support the salary management is the enterprise strategy, is a direct extension of strategic human resource management. Compensation strategy with business strategy Changes. Occupation development planning staff to allow employees to assume more responsibility for occupation wider development space, improve the staff's working enthusiasm and initiative, enhance the work of enterprising spirit and sense of responsibility, make the personal interests and the interests of enterprises to achieve a win-win situation. The flexible work system, give the employees more a sense of trust and sense of freedom, conforms to the psychological needs of employees, so that employees have a more flexible time to deal with personal affairs, to meet the needs of employees balance work and life, so that employees of "self management" consciousness to be respected, will inspire the employee's loyalty and responsibility, so as to improve the working efficiency the return of enterprises. The engagement of lifting scheme, the main innovation of this paper is designed in accordance with the actual situation of enterprise employee engagement survey methods and make ST feasible, beneficial to the dedication Degrees do further research and discussion.

【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.61

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