S公司员工激励机制研究

发布时间：2018-02-24 15:17

本文关键词： 企业人力资源管理激励理论和机制薪酬绩效管理咨询公司　出处：《广西大学》2017年硕士论文　论文类型：学位论文

【摘要】：企业人才流失,是当今企业在技术、内部管理等企业软实力积累的最大阻碍,而导致企业“留不住才”现象的普遍存在,归根究底的重要原因是企业人才激励机制出现问题。因此,本文通过对S管理咨询公司员工激励机制这一具体案例的分析,结合国内外相关激励理论研究,发现该公司员工激励存在的问题,并针对性提出了改进建议。从宏观研究的方法论上来说,本文属于典型的案例研究论文,具体的研究方法上又使用了问卷调查法、访谈法和文献法三种。在需求层次理论、双因素理论、成就需要理论、期望理论、目标设置理论、公平理论等理论的指导之下,文章发现:S公司内部缺乏专门的人力资源管理部门,没有制定明确的发展战略,致使在人力资源管理的过程中忽视了人力资源规划的重要性;S公司没有按照科学的职务分析制定合理的岗位职责,没有制定详细的用工计划和员工培训目标,致使员工在工作过程中和公司在招募人员过程中的盲目性;S公司缺乏客观公正的绩效考评完整体系,没有构成公平合理的薪酬分配体制,致使员工对企业的贡献价值无法准确的衡量,妨碍了公司实现其发展战略,甚至是企业文化的塑造。综上所述,本文通过理论研究和案例剖析,从以下几个方面对S管理咨询公司人力资源激励提出针对性改进建议。一是在部门建设上,S公司作为一家知识密集型企业,应加强人力资源战略管理,协同各职能部门的成长,促进企业文化的培养和发育;二是在薪酬分配上,发挥绩效积极作用,设计科学合理的薪酬分配制度,达到公司与员工们之间的双赢;三是在考核机制上,根据公司的业务发展要求,采取多种绩效方式相结合的方式进行绩效;四是在激励体制上,完善福利待遇体系,增强福利待遇的多样性;五是在企业培训上,结合员工需求,优化培训内容,提升讲师素质,并加强对员工受训质量的跟踪检查,提高培训效果。另外,依据文献综述中关于企业激励机制的实证研究,他们有的聚焦中小企业,有的关注国有企业,还有的则定睛于制造业人力资源激励,而笔者论文的创新之处就在于集中研究管理咨询这一现代服务业,将S公司作为典型案例,一方面能够直接将研究成果运用于S公司的激励机制建设,另一方面也能对S公司改进建议落实的条件和保障措施进行论证,从而为整个管理咨询行业的企业以借鉴。
[Abstract]:The loss of talents in enterprises is the biggest obstacle to the accumulation of soft power in enterprises such as technology and internal management, which leads to the widespread existence of the phenomenon of "not being able to stay" in enterprises. In the final analysis, the main reason is the problem of enterprise talent incentive mechanism. Therefore, through the analysis of the specific case of S management consulting company employee incentive mechanism, combined with the relevant incentive theory research at home and abroad, The author finds out the problems existing in employee motivation of the company, and puts forward some suggestions for improvement. From the perspective of macro research methodology, this paper is a typical case study paper, and a questionnaire survey method is used in the specific research methods. Under the guidance of demand hierarchy theory, two-factor theory, achievement needs theory, expectation theory, goal setting theory, fairness theory, etc. The article found that there was a lack of specialized human resources management departments within the company, and that it did not formulate a clear development strategy. As a result, the importance of human resource planning has been neglected in the process of human resource management. The company has not formulated reasonable job responsibilities according to scientific job analysis, and has not formulated detailed employment plans and employee training objectives. As a result, employees in the process of work and companies in the recruitment process of blindness in the lack of an objective and fair performance appraisal system, there is no fair and reasonable salary distribution system, As a result, the value of employees' contribution to the enterprise can not be accurately measured, which hinders the realization of the company's development strategy, even the shaping of corporate culture. In summary, this article through theoretical research and case analysis, Some suggestions are put forward to improve the incentive of human resources in S management consulting company from the following aspects. Firstly, as a knowledge-intensive enterprise, S company should strengthen the strategic management of human resources and cooperate with the growth of various functional departments in the construction of departments. To promote the cultivation and development of corporate culture; second, to play a positive role in salary distribution, to design a scientific and reasonable salary distribution system to achieve a win-win situation between the company and its employees; and third, to achieve a win-win situation between the company and its employees. According to the requirements of the company's business development, we should adopt a variety of performance ways to carry out performance; fourth, in the incentive system, improve the welfare treatment system, enhance the diversity of welfare treatment; fifth, in the enterprise training, combined with the needs of employees, Optimize the training content, improve the quality of lecturers, and strengthen the tracking and inspection of the training quality of employees to improve the training effect. In addition, according to the empirical research on the incentive mechanism of enterprises in literature review, some of them focus on small and medium-sized enterprises. Some focus on state-owned enterprises, others focus on the human resource incentive of manufacturing industry. The innovation of my thesis is to focus on the management consulting, a modern service industry, and take S Company as a typical case. On the one hand, it can directly apply the research results to the incentive mechanism construction of S Company, on the other hand, it can also demonstrate the conditions and safeguards for S Company to improve the implementation of recommendations, so as to draw lessons from the whole enterprise of management consulting industry.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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