南桥公司人才激励体系的优化研究

发布时间：2018-03-22 06:11

本文选题：人才激励　切入点：薪酬管理　出处：《长沙理工大学》2014年硕士论文　论文类型：学位论文

【摘要】：如今随着企业的市场竞争日益加剧,企业的人力资源管理即人才是现今社会努力竞争的重中之重,尤其是我国近几年路桥行业的迅速发展,使得路桥企业愈发加大了对人力资源的重视。随着现代制度的实施,企业新进入大学生和其他雇佣制度下员工,对激励的需求逐渐多元化,从我国经济体制的不断转变和完善来看,对人力资源激励体系的优化能够提高我国企业的管理水平和竞争力,因而如何完善我国企业人力资源管理,对人力资源激励体系的优化加强,有利于我国企业员工的积极性、创造性等对我国经济发展有重要影响。本文的研究对象是南桥公司,其人力资源管理部门作为一个由相对独立的部门,在既定的资源范围内,如何进行资源合理分配,如何对人力资源激励体系进行优化,从而在人才竞争中占据优势,提高企业核心竞争力,这些是本文的主要研究内容。文章将激励因素主要分为三个方面,基本需要、高级需要和反馈需要,进而发现该公司人力资源利用率不高、人才结构需进一步调整以及员工队伍年轻化,经验不足和职业资格证缺乏以及人才流失等存在的各种问题,通过对该公司部分员工的问卷调查发现,该公司对员工的培训力度不够,薪酬发放和福利措施未达到预期,另外员工工作压力过大,其职业规划有待加强。最后本文根据先前整理的理论基础,从基本需要、高级需要和反馈需要三个角度来对南桥公司人力资源体系进行优化和改进,另外,也要同步体系建设的保障机制,针对本文的研究,有助于该企业逐渐向技术密集型发展,进而推进建筑类行业现代化进程的发展,为我国企业提升国际竞争力,以其实现长期、稳定的发展。
[Abstract]:Nowadays, with the increasingly fierce market competition of enterprises, the human resource management of enterprises, that is, talents, is the most important part of the current social competition, especially the rapid development of road and bridge industry in China in recent years. With the implementation of the modern system, the enterprise has entered the university students and other employment system, the demand for incentives gradually diversified. From the point of view of the continuous change and perfection of our country's economic system, the optimization of the human resource incentive system can improve the management level and competitiveness of our country's enterprises, so how to perfect the human resources management of our country's enterprises? The optimization and strengthening of the human resource incentive system is beneficial to the enthusiasm and creativity of the employees of our country's enterprises and has an important impact on the economic development of our country. As a relatively independent department, its human resources management department, within the established scope of resources, how to allocate resources reasonably, how to optimize the human resources incentive system, so as to occupy the advantage in the talent competition. These are the main research contents of this paper. The incentive factors are divided into three aspects, basic needs, advanced needs and feedback needs, and then it is found that the utilization rate of human resources is not high. The talent structure needs to be further adjusted, and the staff is younger, less experienced, lack of professional qualification certificate and brain drain, and so on. Through the questionnaire survey of some employees of the company, we find that, The company's training for its employees is not strong enough, the salary and welfare measures are not up to expectations, and the work pressure of the employees is too high, and its career planning needs to be strengthened. Finally, according to the theoretical basis of the previous arrangement, this paper starts with the basic needs. In order to optimize and improve the human resource system of Nanqiao Company from three angles of advanced needs and feedback needs, in addition, it is also necessary to ensure the construction of synchronous system. The research in this paper will help the enterprise to develop gradually to technology-intensive. Furthermore, the development of modernization of construction industry is promoted to promote the international competitiveness of Chinese enterprises in order to achieve long-term and stable development.
【学位授予单位】：长沙理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92

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