大庆SY公司知识型员工激励研究

发布时间：2018-04-02 14:12

本文选题：大庆SY公司　切入点：知识型员工　出处：《东北石油大学》2017年硕士论文

【摘要】：在现代市场经济形势下,企业间的竞争越来越激烈。知识型员工作为公司的核心员工,对于公司有着巨大的贡献,对于提升公司核心竞争力具有举足轻重的作用,这类员工无法轻易被取代,一旦流失,就意味着公司需要花很大的代价重新培养,且效果很差。如何提升知识型员工工作情绪、激励他们更加积极、努力地为企业做出贡献,是企业管理者需要认真面对的问题,也是企业核心竞争力形成的关键所在。大庆SY公司是一家国有企业,在市场经济发展过程中经历过各种改革,但对于如何管理知识型员工,并没有形成非常有效的方法,这就使得如何激励知识型员工努力工作成为一个难题。本文旨在通过对大庆SY公司现状、现行的激励措施的深入分析,查找大庆SY公司知识型员工激励存在的主要问题,基于人本管理研究对策,制定并执行有效的知识型员工激励措施,消除这些问题对SY公司的发展造成的负面影响,从而推进该公司的改革,充分调动知识型员工的工作情绪,发挥知识型员工的工作积极性和创造性,使企业立于不败之地。本文对国内外关于知识型员工激励的研究现状及方法做了简要的分析,对本文的研究来说具有借鉴意义。通过引用知识型员工、人本管理、激励等相关理论,为本文的研究提供了理论支撑。通过对大庆SY公司现行的薪酬激励、福利激励、绩效激励、培训激励、晋升激励和荣誉激励的分析,结合该公司知识型员工的特点,分析他们的需要层次,发现该公司知识型员工激励存在知识型员工所得没有体现个人能力的差异、没有满足知识型员工个人发展的需要及对于重视和尊重的需要等问题,究其原因是该公司不重视知识型员工个人能力的体现、不重视知识型员工的个人发展、不重视与知识型员工的沟通。大庆SY公司要想取得效益,必须转变管理理念,从重物到重人,基于人本管理,针对原因采取有效的激励对策,真正将知识型员工的需求考虑到位,解决该公司的知识型员工激励问题,减少或杜绝知识型员工的流失,把知识型员工的发展作为公司发展壮大的核心目标,更好地激发他们的积极性,促进公司的改革,提升公司的整体竞争力。
[Abstract]:In the modern market economy situation, the competition between enterprises is becoming more and more fierce.Knowledge workers, as the core employees of the company, have a great contribution to the company, and play an important role in promoting the core competitiveness of the company. These employees cannot be easily replaced, once lost,That means the company needs to be redeveloped at a high cost and ineffective.How to improve the working mood of knowledge workers, motivate them more actively, and make efforts to contribute to the enterprise is the problem that enterprise managers need to face seriously, and also the key to the formation of the core competitiveness of enterprises.Daqing sy Company is a state-owned enterprise that has undergone various reforms in the course of the development of the market economy. However, it has not formed a very effective method for how to manage knowledge workers.This makes how to motivate knowledge workers to work hard becomes a difficult problem.To formulate and implement effective incentive measures for knowledge workers to eliminate the negative impact of these problems on the development of sy Company, so as to promote the reform of the company and fully mobilize the work mood of knowledge workers,Give play to the enthusiasm and creativity of knowledge workers, so that the enterprise in an invincible position.This paper makes a brief analysis on the research status and methods of knowledge employee motivation at home and abroad, which has reference significance for the research of this paper.This paper provides theoretical support for this study by quoting related theories such as knowledge workers, human-oriented management and motivation.Through the analysis of the current salary incentive, welfare incentive, performance incentive, training incentive, promotion incentive and honor incentive in Daqing sy Company, combined with the characteristics of the knowledge workers of the company, the needs of them are analyzed.It is found that there are some problems in the motivation of knowledge workers in the company, such as that the income of knowledge workers does not reflect the difference of individual ability, that they fail to meet the needs of individual development of knowledge workers, and that the needs of attention and respect are not met, and so on.The reason is that the company does not attach importance to the individual ability of the knowledge workers, the personal development of the knowledge workers, and the communication with the knowledge workers.In order to gain benefit, Daqing sy Company must change its management idea, from heavy weight to heavy person, based on human-oriented management, and take effective incentive measures to solve the problem, so as to truly consider the needs of knowledge workers.To solve the incentive problem of knowledge workers in the company, reduce or stop the loss of knowledge workers, take the development of knowledge workers as the core goal of the development and growth of the company, better stimulate their enthusiasm, and promote the reform of the company.Enhance the overall competitiveness of the company.
【学位授予单位】：东北石油大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.22

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