A公司员工激励机制研究

发布时间：2018-04-21 06:58

本文选题：激励机制 + 绩效考核　；参考：《海南大学》2016年硕士论文

【摘要】：随着我国新一轮电力体制改革逐步推进,供电企业面临着失去垄断地位和竞争激烈的局面。电力企业归属知识型与技术型企业的范畴,所以人才竞争十分激烈,而且是企业提高核心竞争力的有效影响因素。目前,供电企业引进了不少高素质的人才,也不断地培养和挖掘人才,但仍然存在着人才短缺的现象,而且企业的人力资源管理模式滞后,无法适应新形式下的企业发展需要,如何留住优秀人才、利用好人才是供电企业发展的重要因素,这一问题值得进行深入的研究。在新形式下,供电企业应积极调整人力资源管理模式,借助于激励制度实现企业内部人力资源合理配置,为公司长远发展提供人力保证,提升公司技术水平,增强企业竞争能力,提高企业的经济和社会效益。本文以A公司为研究对象,借助于问卷法了解公司员工关于激励因素以及需求因素的基本情况,同时借用访谈法,归纳出A公司存在薪酬结构、绩效考核体系、职业发展和企业文化方面的问题。基于该公司激励制度的推行情况以及存在的棘手问题,文中统筹分析了国外与国内激励制度的理论研究以及实践经验,结合公司的实际发展需要和行业特点,从公司经济上可承受且较能满足员工需求的角度考虑,提出能达到双赢的激励机制优化措施,同时提出保障激励制度能够推行的措施,以提升制度的执行力度,其宗旨是实现员工的工作主动性,且实现员工自身目标与企业发展的目标一致性,基于此实现公司的发展,最终提高行业竞争力。本文对A公司激励机制进行了探索研究,为公司有效激励员工提供了参考,有助于公司管理层进一步掌握员工特点、优化人员配置和激励机制。也希望能对供电企业激励制度的完善提出一些建议和借鉴。
[Abstract]:With the new round of electric power system reform in our country, power supply enterprises are facing the situation of losing monopoly position and fierce competition. Electric power enterprises belong to the category of knowledge-based and technological enterprises, so the competition for talents is very fierce, and it is an effective influence factor for enterprises to improve their core competitiveness. At present, power supply enterprises have introduced a lot of high-quality talents, but there is still a shortage of talents, and the human resource management mode of enterprises is lagging behind, which can not meet the needs of the development of enterprises under the new form. How to retain and make good use of talents is an important factor in the development of power supply enterprises. Under the new situation, the power supply enterprises should actively adjust the human resource management mode, realize the rational allocation of the human resources within the enterprises by means of the incentive system, provide the manpower guarantee for the long-term development of the company, and improve the technical level of the company. Enhance the competitiveness of enterprises, improve the economic and social benefits of enterprises. In this paper, A company as the research object, with the help of questionnaires to understand the basic situation of the company's employees about incentive factors and demand factors, at the same time, using interviews to conclude that A company has a salary structure, performance appraisal system. Career development and corporate culture issues. Based on the actualization and thorny problems of the incentive system of the company, this paper analyzes the theoretical research and practical experience of the incentive system both at home and abroad, combined with the actual development needs of the company and the characteristics of the industry. From the point of view that the company is affordable and able to meet the needs of employees, this paper puts forward the optimization measures of incentive mechanism which can achieve win-win situation, and puts forward the measures that can be carried out by the guarantee incentive system in order to enhance the enforcement of the system. Its aim is to realize the employee's work initiative, and to realize the consistency between the employee's own goal and the enterprise's development goal. Based on this, the company's development can be realized, and finally the competition ability of the industry will be improved. In this paper, the incentive mechanism of Company A has been explored and studied, which provides a reference for the company to effectively motivate its employees, which is helpful to the management of the company to further grasp the characteristics of employees and optimize the personnel allocation and incentive mechanism. It also hopes to put forward some suggestions and references to the improvement of the incentive system of power supply enterprises.
【学位授予单位】：海南大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.61

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