中铁二十一局二公司青年职工激励策略研究
发布时间：2018-08-26 11:06
【摘要】：现今工程施工已经进入新时期,施工队伍结构发生了变化,进而暴露出施工队伍素质参差不齐,项目多却基层技术、管理及计划人员缺口大的问题,更为严峻的是现有人才的流失问题,而人力资源在现代企业发展中发挥着重要作用,因此要重视实行人力资源战略,人力资源战略的内容之一便是激励机制。从某种意义上说,激励机制能否得到良好的运用直接关系到企业能否实现发展,因此当前企业面临的重要问题就是如何恰当地运用机制。施工企业主要实行项目管理模式,企业员工来源复杂,加之员工之间的需求各不相同,另外,施工企业有自身的行业特殊性,以上种种因素导致施工企业很难吸引到人才,即使有人才前来,也很难真正留住人才,导致施工企业面临“三难”“,即招揽人才难、留住人才难、员工升值难”。近年来,我国经济以极快的速度向前发展,青年员工在企业人才结构中的比重越来越大,有力地推动了企业的发展,可是由于青年员工的个性需求、价值观念以及群体特征都明显区别于年老职工,因此并不能完全适用传统的管理模式。基于此,对大部分企业来说,当前最需要解决的问题是构建完善有效的激励机制,充分激发青年员工在工作中的最大热情。本文首先对国内外有关青年员工激励制度的基本状况进行了分析,对有关理论进行了论述,重点提到了青年员工的总体特点,如多为独生子女、受教育程度普遍偏高、浓厚的功利化价值观念、大多有自己的兴趣爱好等。本文结合中铁二十一局青年员工现状进行了调查研究,总结出当前企业现行的激励制度存在很多问题,如绩效考核缺乏合理性、尚未建立起完善的培训制度和职位晋升制度、薪酬制度不够健全、忽视对员工进行人文关怀、很少对员工职业发展规划给予指导等,针对上述问题,从企业内外部环境以及员工个人入手,分析了导致这些问题出现的主要原因,最后在遵循物质激励与精神激励相结合的原则下,提出了科学合理的青年员工激励制度。本次研究的最大优势在于将理论同调查分析结果有机融合,体现出个性与普遍性的结合,在这一基础上建立起来的激励机制必然具有科学性和合理性,也一定能够对青年员工产生激励作用,提升青年员工的管理水平。
[Abstract]:Now that the construction has entered a new period, the structure of the construction team has changed, thus exposing the problem of uneven quality of the construction team and the large gap between the basic level technology, management and planning personnel of the construction team. What is more severe is the problem of brain drain, and human resources play an important role in the development of modern enterprises. Therefore, we should pay attention to the implementation of human resources strategy, one of the contents of human resources strategy is the incentive mechanism. In a sense, whether the incentive mechanism can be used well is directly related to whether the enterprise can realize the development. Therefore, the important problem facing the enterprise is how to use the mechanism properly. The construction enterprise mainly implements the project management mode, the enterprise staff source is complex, in addition the staff demand is different, in addition, the construction enterprise has its own profession particularity, the above various factors cause the construction enterprise to attract the talented person very hard, Even if there are talents, it is very difficult to really retain talent, resulting in construction enterprises face "three difficulties", that is, the difficulty of recruiting talent, retaining talent, and staff appreciation difficulty. In recent years, the economy of our country has been developing at a very fast speed, and the proportion of young employees in the structure of enterprise talents is increasing, which has pushed forward the development of enterprises. However, due to the personality demand of young employees, Values and group characteristics are obviously different from the old workers, so it can not be fully applicable to the traditional management model. Based on this, for most enterprises, the most need to solve the problem is to build a sound and effective incentive mechanism to fully stimulate young employees in the work of the greatest enthusiasm. This paper first analyzes the basic situation of the incentive system for young employees at home and abroad, and discusses the relevant theories, especially the general characteristics of young employees, such as the majority of only children, the high level of education. Strong utilitarian values, most have their own interests and hobbies. Based on the investigation and study of the current situation of young employees in China Railway 21 Bureau, this paper concludes that there are many problems existing in the current incentive system of enterprises, such as the lack of rationality of performance appraisal, the lack of a perfect training system and the promotion system of positions. The salary system is not perfect enough, neglects to carry on the humanities concern to the staff, gives the guidance to the employee's career development plan and so on, in view of the above question, starts from the enterprise internal and external environment as well as the employee individual, This paper analyzes the main causes of these problems, and finally puts forward a scientific and reasonable incentive system for young employees under the principle of combining material and spiritual incentives. The greatest advantage of this study lies in the organic integration of theory and the results of investigation and analysis, which reflects the combination of personality and universality. The incentive mechanism established on this basis must be scientific and reasonable. Must also be able to stimulate young employees, improve the management level of young staff.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92
[Abstract]:Now that the construction has entered a new period, the structure of the construction team has changed, thus exposing the problem of uneven quality of the construction team and the large gap between the basic level technology, management and planning personnel of the construction team. What is more severe is the problem of brain drain, and human resources play an important role in the development of modern enterprises. Therefore, we should pay attention to the implementation of human resources strategy, one of the contents of human resources strategy is the incentive mechanism. In a sense, whether the incentive mechanism can be used well is directly related to whether the enterprise can realize the development. Therefore, the important problem facing the enterprise is how to use the mechanism properly. The construction enterprise mainly implements the project management mode, the enterprise staff source is complex, in addition the staff demand is different, in addition, the construction enterprise has its own profession particularity, the above various factors cause the construction enterprise to attract the talented person very hard, Even if there are talents, it is very difficult to really retain talent, resulting in construction enterprises face "three difficulties", that is, the difficulty of recruiting talent, retaining talent, and staff appreciation difficulty. In recent years, the economy of our country has been developing at a very fast speed, and the proportion of young employees in the structure of enterprise talents is increasing, which has pushed forward the development of enterprises. However, due to the personality demand of young employees, Values and group characteristics are obviously different from the old workers, so it can not be fully applicable to the traditional management model. Based on this, for most enterprises, the most need to solve the problem is to build a sound and effective incentive mechanism to fully stimulate young employees in the work of the greatest enthusiasm. This paper first analyzes the basic situation of the incentive system for young employees at home and abroad, and discusses the relevant theories, especially the general characteristics of young employees, such as the majority of only children, the high level of education. Strong utilitarian values, most have their own interests and hobbies. Based on the investigation and study of the current situation of young employees in China Railway 21 Bureau, this paper concludes that there are many problems existing in the current incentive system of enterprises, such as the lack of rationality of performance appraisal, the lack of a perfect training system and the promotion system of positions. The salary system is not perfect enough, neglects to carry on the humanities concern to the staff, gives the guidance to the employee's career development plan and so on, in view of the above question, starts from the enterprise internal and external environment as well as the employee individual, This paper analyzes the main causes of these problems, and finally puts forward a scientific and reasonable incentive system for young employees under the principle of combining material and spiritual incentives. The greatest advantage of this study lies in the organic integration of theory and the results of investigation and analysis, which reflects the combination of personality and universality. The incentive mechanism established on this basis must be scientific and reasonable. Must also be able to stimulate young employees, improve the management level of young staff.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92
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