BK公司激励机制创新设计研究

发布时间：2018-03-24 04:25

本文选题：激励机制　切入点：激励机制创新　出处：《吉林大学》2017年硕士论文

【摘要】：随着我国经济的不断发展,国内的不同规模的企业如同雨后春笋般出现在市场上,随之而来的是愈加激烈的市场竞争,再加上经济全球化的影响,企业核心竞争力的提高成为了在市场中生存的关键。企业的核心竞争力不仅包括自身产品或服务的质量,更重要的是人才队伍的管理。不管是企业的日常运营还是企业的管理者,其任务承载者都是人。企业只有运用科学的激励机制来激发员工在工作中发挥聪明才智和综合能力,才能为整个企业带来活力,从而提升经营管理水平,提高市场竞争力。目前,国内的企业管理水平不断提高,对人才的培养和激励也越来越重视。但是,由于我国在这方面的思想观念长期落后,在员工的激励机制上还存在着大量的不足,而且这也明显影响了我国的大小企业的快速发展。所以,优化激励机制,提高管理水平,激发员工的最大潜能来应用到工作当中的理论与实践已经刻不容缓。本论文共分为五章,主要内容如下:第一章,绪论。介绍了本文的选题背景及研究目的与意义,针对激励的相关研究对国内外文献进行梳理综述,并确定了本论文的研究内容与方法。第二章,激励的相关理论。首先对激励的基本概念、目的进行了阐述;其次通过企业文化激励法、物质激励法、培训激励法、职业发展激励法、公平激励法、目标激励法详细说明了激励的具体方式。第三章,对BK公司的激励现状进行深刻分析。从BK公司激励的现状出发,分析了BK公司存在的主要问题。奖金分配以及福利制度不合理、员工晋升不合理、缺乏企业文化建设、教育培训不到位;并分析了存在问题的原因:薪酬制度缺乏科学性、缺乏职业生涯规划、企业文化不健全和企业文化建设缺失、对员工培训开发重视和投入不够。第四章,BK公司激励机制设计方案。通过对现状研究,提出了BK公司激励方案的设计原则并对该企业员工激励内容进行设计构建。以BK公司的基层员工激励方案为例,设计了BK基层员工完整的激励方案,主要有六个方面的内容:一是绩效考核体系的建立;二是基层员工薪酬福利体系的建立;三是优化了职业发展的激励方案;四是优化了企业文化激励方案;五是详细了企业培训的激励方案;六是设计了劳动竞赛激励方案。第五章,BK公司激励方案在执行中应注意的问题。主要提出了四个方面应注意的问题:第一是需要企业各类人员的支持保障;第二是需要提高激励机制执行力度;第三是需要增加有效沟通;第四是不断总结完善。
[Abstract]:With the continuous development of China's economy, domestic enterprises of different sizes appear in the market like bamboo shoots, followed by increasingly fierce market competition, coupled with the impact of economic globalization. The improvement of the core competence of the enterprise has become the key to survive in the market. The core competence of the enterprise includes not only the quality of its own products or services, but also the quality of its products and services. What is more important is the management of the talent team. Whether it is the daily operation of the enterprise or the manager of the enterprise, the task bearer is the person. The enterprise can only use the scientific incentive mechanism to stimulate the employees to bring their intelligence and comprehensive ability into full play in their work. In order to bring vitality to the whole enterprise, so as to improve the level of management and market competitiveness. At present, the management level of domestic enterprises is constantly improved, and more and more attention is paid to the cultivation and encouragement of talents. However, Because our country's ideology in this respect has lagged behind for a long time, there are still a lot of deficiencies in the incentive mechanism of employees, and this has obviously affected the rapid development of large and small enterprises in our country. Therefore, we should optimize the incentive mechanism and improve the management level. It is urgent to apply the theory and practice of stimulating the maximum potential of the staff to the work. This paper is divided into five chapters, the main contents are as follows: chapter 1, introduction. Introduces the background, research purpose and significance of this paper. According to the related research of incentive, this paper summarizes the domestic and foreign literature, and determines the research contents and methods of this paper. Chapter two, the related theory of incentive. First, the basic concept and purpose of incentive are expounded. Secondly, through the corporate culture incentive method, the material incentive method, the training incentive method, the career development incentive method, the fair incentive method, the goal incentive method has explained the concrete way of the incentive in detail. This paper makes a profound analysis of the incentive situation of BK Company. Based on the present situation of BK Company, it analyzes the main problems existing in BK Company. The bonus distribution and welfare system are unreasonable, the promotion of employees is unreasonable, and the construction of corporate culture is lacking. Education and training are not in place, and the reasons for these problems are analyzed: lack of scientific salary system, lack of career planning, imperfect corporate culture and lack of corporate culture construction. The fourth chapter is the incentive mechanism design scheme of BK Company. This paper puts forward the design principle of the incentive scheme of BK Company and designs and constructs the incentive content of the employee. Taking the incentive scheme of the basic level employee of BK Company as an example, a complete incentive scheme for the basic employee of BK Company is designed. There are six main contents: first, the establishment of performance appraisal system; second, the establishment of grass-roots employee compensation and welfare system; third, the optimization of career development incentive scheme; fourth, the optimization of corporate culture incentive scheme; Fifthly, the incentive scheme of enterprise training is detailed. The fifth chapter points out the problems that should be paid attention to in the implementation of the incentive scheme of BK Company. It mainly puts forward four problems that should be paid attention to: first, it needs the support of all kinds of personnel in the enterprise; The second is the need to improve the implementation of incentive mechanisms; the third is to increase effective communication; the fourth is to constantly summarize and improve.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.82

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