汇仁医药集团有限公司员工激励机制研究

发布时间：2018-11-11 12:11

【摘要】：众所周知,现代企业要在市场经济取得一席之地,必须首先提高其产品质量和服务水平,而要做到这点,必须拥有一批高水平的专业技术人才。当前,高水平的专业技术人才已经成为增强企业核心竞争力的重要人力资源。激励机制作为人力资源管理的重要内容已经成为企业吸引、留住高素质人才的关键,其是否科学与完善直接关系到企业的前途和命运。汇仁集团作为江西省终端占有率最高和最优秀的专业医药企业,现有员工1300余人,业务范围涵盖高端医疗、基层医疗、商业分销等多个板块,企业主要生产经营医疗器械、医药药品,医疗保健用品等。秉承“仁者爱人,以人为本”的经营理念,现已发展成为江西省最优秀的专业医药企业。本文在借鉴国内外有关员工激励研究成果和实践经验的基础上,基于内容型激励、过程型激励等理论,以汇仁集团为例,阐述了其公司激励机制的现状,深入分析并找出了其存在的问题和原因,进而归纳出其优化员工激励机制的策略。研究结论主要有:(1)根据汇仁集团员工的具体情况,施于不同的激励方案。(2)汇仁集团员工满意度感递增排名依次为工作满意度、工资、激励措施、员工流失情况。(3)汇仁集团制定员工激励机制效果不佳,员工工作积极性不高,满意度较低,沟通与合作缺乏,管理观念落后,薪酬设计欠科学,晋升制度缺失,工作环境较差,管理者认识缺位等问题。(4)设计内在薪酬与外在薪酬相结合的科学薪酬方案。(5)汇仁集团需着力于以“员工为本”理念的树立,员工激励制度的健全,员工参与企业经营决策机制的构建、薪酬福利的完善、员工成长空间的营造,企业文化的建设等优化措施。
[Abstract]:As we all know, if a modern enterprise wants to gain a place in the market economy, it must first improve its product quality and service level, and to achieve this, it must have a number of high-level professional and technical personnel. At present, the high level of professional and technical personnel has become an important human resource to enhance the core competitiveness of enterprises. As an important part of human resource management, incentive mechanism has become the key for enterprises to attract and retain high-quality talents. Whether it is scientific and perfect is directly related to the future and destiny of enterprises. Huiren Group is the largest and most outstanding professional pharmaceutical enterprise in Jiangxi Province, with more than 1300 employees. Its business scope covers high-end medical care, primary medical care, commercial distribution and other sectors. The company mainly produces and manages medical devices. Medicine, health care, etc. Adhering to the "benevolent lover, people-oriented" business philosophy, has developed into the best professional pharmaceutical enterprises in Jiangxi Province. Based on the theory of content-based incentive and process-based incentive, this paper takes Huiren Group as an example to expound the current situation of incentive mechanism of Huiren Group, based on the research results and practical experience of employee motivation at home and abroad, and based on the theory of content-type incentive and process-oriented incentive. This paper analyzes and finds out the existing problems and causes, and concludes the strategy of optimizing the staff incentive mechanism. The main conclusions are as follows: (1) according to the specific situation of employees in Huiren Group, different incentive schemes are applied. (2) the increasing ranking of employee satisfaction in Huiren Group is job satisfaction, salary, incentive measures. Employee turnover. (3) the effect of employee incentive mechanism in Huiren Group is not good, the employee's working enthusiasm is not high, the satisfaction is low, communication and cooperation is lacking, the management concept is backward, the salary design is not scientific, and the promotion system is missing. (4) designing a scientific compensation scheme combining internal and external compensation. (5) Huiren Group should focus on the establishment of the concept of "employee first" and the perfection of employee incentive system. Employees participate in the construction of enterprise management decision-making mechanism, the improvement of salary and welfare, the construction of staff growth space, the construction of corporate culture, and other optimization measures.
【学位授予单位】：江西师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.72

【相似文献】