基于BSC的YT企业某分厂核心员工激励问题研究

发布时间：2019-03-21 07:30

【摘要】：人力资源管理一直被企业看作对员工实施管理的重要部分,而激励问题又是人力资源管理的重中之重。同时核心员工作为企业的重要资源,通过分析核心员工的激励问题,设置相应的激励因子并结合平衡记分卡(Balanced Scorecard,BSC)这一战略工具,编制核心员工BSC,从而完善企业的激励机制。本文以YT股份有限公司的维检分厂核心员工为研究背景,采用理论与实际相结合的方法,进行定性与定量分析。首先,阐述了激励理论、BSC及KPI的相关内容,为确定BSC各维度激励指标提供理论基础;其次,通过发放问卷并对回收的有效问卷运用SPSS19.0进行信度和效度的检验,证明问卷的信度和效度良好。并对调查问卷的第一部分核心员工的基本情况进行描述性统计,显示技术类核心员工所占比重最大。通过核心员工激励满意度进行因子分析,得出目前维检分厂核心员工最需要激励的五个激励因子,即薪酬福利因子、职业发展因子、个人成长因子、工作氛围因子、外部认可因子。将激励因子与BSC各维度相结合,即财务维度由薪酬福利激励因子构成;客户/顾客维度由外部认可度激励因子构成;内部流程维度由工作氛围激励因子构成;学习成长维度由个人成长和职业发展激励因子构成。确定BSC各维度的激励指标,同时运用AMOS软件对激励指标进行因子验证,结果显示BSC各维度与对应激励指标间拟合度良好。运用层次分析法确定激励指标的权重,从而编制技术类核心员工BSC;最后,提取KPI,运用8个KPI在维检分厂进行为期一个月的应用,结果显示这8个KPI的实际完成权重与理论权重相差很小,说明技术类核心员工BSC各维度指标及权重的设置具有可行性。本论文通过对维检分厂核心员工激励问题的研究,分析目前维检分厂核心员工需要激励的五个激励因子并与BSC四个维度结合,编制技术类核心员工BSC,为完善维检分厂核心员工的激励机制提供一种参考方法。
[Abstract]:Human resource management (HRM) has been regarded as an important part of employee management by enterprises, and incentive is the most important part of HRM. At the same time, as an important resource of the enterprise, the core employee's BSC, is compiled by analyzing the motivational problem of the core employee, setting the corresponding incentive factor and combining the balanced scorecard (Balanced Scorecard,BSC) as a strategic tool. Thus perfect the incentive mechanism of the enterprise. In this paper, the core staff of YT Co., Ltd. is taken as the research background, and the method of combining theory with practice is adopted to carry out qualitative and quantitative analysis. Firstly, this paper expounds the motivation theory, BSC and KPI, which provides the theoretical basis for determining the incentive index of each dimension of BSC. Secondly, the validity and reliability of the recovered questionnaire were tested by SPSS19.0, and the reliability and validity of the questionnaire were proved to be good. The descriptive statistics of the first part of the survey showed that the technical core staff accounted for the largest proportion. Through the factor analysis of core employees' incentive satisfaction, we get the five motivational factors, which are salary and welfare factor, career development factor, personal growth factor, working atmosphere factor, which are the most important motivational factors for core employees at present. External recognition factor. Combining incentive factors with BSC dimensions, that is, financial dimension is composed of salary and welfare incentive factor; customer / customer dimension is composed of external recognition degree incentive factor; internal process dimension is composed of work atmosphere incentive factor; The dimension of learning growth consists of personal growth and career development incentive factors. The incentive index of each dimension of BSC is determined, and the factor verification of incentive index is carried out by using AMOS software. The results show that the fitting degree between each dimension of BSC and the corresponding incentive index is good. Using Analytic hierarchy process (AHP) to determine the weight of incentive index, so as to compile the BSC; of technical core staff. Finally, the extraction of KPI, is carried out for a month by using 8 KPI in the maintenance inspection plant. The results show that the actual completion weights of these eight KPI are very little different from the theoretical weights. It shows that it is feasible to set every dimension index and weight of BSC for technical core staff. This paper analyzes the five motivational factors that the core staff need to motivate at present through the research on the incentive problem of the core staff in the maintenance inspection sub-plant, and combines with the four dimensions of BSC to compile the BSC, for the core employees of the technical category. It provides a reference method for perfecting the incentive mechanism of the core staff in the inspection and distribution plant.
【学位授予单位】：昆明理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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