CY供电公司基层员工激励机制研究

发布时间：2018-05-01 04:49

本文选题：CY供电公司 + 基层员工　；参考：《吉林大学》2013年硕士论文

【摘要】：CY供电公司作为国有大型企业，在当地处于绝对垄断地位，相对其他行业而言，员工工作环境稳定，就业压力较小，工作激情不高。而新一轮的电力改革已经开始，公司发展方式和电网发展方式随之发生变化，“智能电网、绿色能源、社会责任、优质服务”等改革措施，对员工素质提出了更高的要求。而长期以来，受传统经济发展模式影响，CY供电公司对人力资源以及其对企业经济效益的影响作用缺乏研究，对人力资源的管理仅仅停留在“人事管理”上，忽视绩效、激励对员工的影响，激励机制不够灵活，严重制约了职工的积极性和创造性，导致企业效率低下。为了更好的了解企业激励机制现状，优化激励策略，提升激励水平，笔者结合马斯洛的需求理论、赫兹伯格的双因素理论、费洛姆的期望理论、亚当斯的公平理论等国际先进的激励理论，设计了调查问卷，筛选出当前社会普遍关注和认可的10项激励因素，由员工对各项激励因素的重要性进行评价，，同时在问卷调查的基础上，选择不同部门和专业的员工进行访谈，了解CY供电公司基层员工对当前激励机制的理解和满意度，据此归纳出CY供电公司基层员工激励机制存在的问题与不足。通过问卷调查和职工访谈，最终总结出CY供电公司基层员工激励机制主要存在如下问题：薪酬制度需要完善，现有薪酬及奖励未能合理拉开差距，与业绩之间的联系也不明显，对基层员工的激励效果不强；基层员工培训制度欠缺，现有培训制度缺乏针对性，未能与岗位需要相联系，公司培训对基层员工形成的激励效果也不强；企业文化建设有待加强，对于基层员工的企业文化建设重视程度不够。然后，根据上述问题，研究如何调动员工的积极性、主动性和创造性，建立员工需求与企业目标一致、物质激励和精神激励结合、正负激励互补的员工激励模式，设立有针对性的基层员工激励策略：建立科学的绩效考核评估体系、设立合理的薪酬和福利标准、构建科学的职业发展规划、完善员工人才梯队建设、完善员工奖罚激励制度、建立规范的绩效考核制度、为员工提供更多的参与空间、进行及时恰当的强化激励，并设计了与之配套的保障措施：建立现代企业治理结构、建立全方位的沟通机制和塑造优秀的企业文化。全文对CY供电公司基层员工的激励策略进行了探索研究，以期能对CY供电公司激励机制改革的实践应用能提供帮助。
[Abstract]:CY power supply company, as a large state-owned enterprise, is in an absolute monopoly position in local area. Compared with other industries, CY power supply company has stable working environment, low employment pressure and low working passion. But the new round of electric power reform has already begun, the company development mode and the grid development way have changed, "the smart grid, the green energy source, the social responsibility, the high quality service" and so on reform measures, has put forward the higher request to the staff quality. For a long time, under the influence of traditional economic development mode, CY power supply company has been lack of research on human resources and its impact on the economic benefits of enterprises. The management of human resources has only stayed on "personnel management" and ignored the performance. The influence of incentive on employees and the inflexibility of incentive mechanism seriously restrict the enthusiasm and creativity of employees and lead to the inefficiency of enterprises. In order to better understand the current situation of the enterprise incentive mechanism, optimize the incentive strategy and improve the incentive level, the author combines Maslow's demand theory, Herzberg's two-factor theory, pheromone's expectation theory, Adams's fair theory and other international advanced incentive theory, designed a questionnaire, screened out the current social concern and recognition of 10 incentive factors, by employees to evaluate the importance of each incentive factor, At the same time, on the basis of questionnaire survey, we select different departments and professional staff to interview to understand the understanding and satisfaction of CY power supply company grass-roots staff to the current incentive mechanism. Based on this, the problems and shortcomings of the incentive mechanism of CY power supply company are summarized. Through questionnaires and staff interviews, the main problems of incentive mechanism of CY power supply company are summarized as follows: the salary system needs to be improved, the existing salary and reward can not draw a reasonable gap, and the relationship between the salary and performance is not obvious. The incentive effect of grass-roots employees is not strong, the training system of grass-roots staff is lacking, the existing training system is lack of pertinence, and the company training does not have strong incentive effect on grass-roots employees. The construction of enterprise culture needs to be strengthened. Then, according to the above problems, we study how to mobilize the enthusiasm, initiative and creativity of employees, and establish the employee incentive model which is consistent with the goal of the enterprise, which combines material incentive with spiritual incentive, positive and negative incentives complement each other. Set up targeted grass-roots employee incentive strategy: establish scientific performance appraisal system, set up reasonable salary and welfare standard, construct scientific career development plan, perfect employee talent echelon construction, perfect employee reward and punishment incentive system, set up reasonable salary and welfare standard, perfect employee talent echelon construction, perfect employee reward and punishment incentive system. To establish a standardized performance appraisal system, to provide more space for employees to participate, to carry out timely and appropriate reinforcement of incentives, and to design corresponding safeguard measures: to establish a modern corporate governance structure, Establish a comprehensive communication mechanism and shape excellent corporate culture. In this paper, the incentive strategy of CY power supply company is studied in order to help the practical application of incentive mechanism reform in CY power supply company.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.61

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