鑫地矿业公司员工激励机制优化设计

发布时间：2018-05-01 16:03

本文选题：激励机制 + 薪酬设计　；参考：《郑州大学》2013年硕士论文

【摘要】：我国的地矿行业在经历了九七年亚洲金融危机之后,行业出现了整体滑坡迹象,伴随着国家产业政策调整的步伐,地矿单位不仅回归地勘主业找到了自己的优势,而且进一步拓展服务项目,积极融入地方经济发展,经济实力普遍得以增强,人力资源问题尤其在员工激励方面也遇到了许多问题,许多地矿单位都面临着人才流失的问题,归结原因,主要是由于激励机制尚不完善,有的地矿单位根本就没有激励机制,激励机制作为人力资源的的重要组成部分,对地矿单位的长远发展起着至关重要的作用,如何建立有效的激励机制,激发员工的工作热情和潜在能力,最大限度的激发其工作热情和开发其创造性,增强员工对企业的归属感和忠诚度,将员工的个人发展与企业的发展紧密的联系在一起,是我们地矿单位所要解决的首要问题。本文以鑫地矿业公司员工激励机制为研究对象,综合激励的相关理论,通过对鑫地矿业公司员工激励现状描述,运用理论联系实际的方法,通过广泛查阅相关文献及实地调查的途径,针对鑫地矿业公司激励机制现状进行科学的分析,指出现行激励机制存在的问题。最后,本文在激励机制存在的问题和激励因素分析的基础上,以激励理论为指导,建立员工激励模型,并提出有针对性的优化方案即优化鑫地矿业公司的员工的薪酬福利,改变员工收入平均主义严重和岗位系数级差偏小现状,使其成为具有吸引力的薪酬福利；帮助员工制定明确的职业生涯规划,加强员工培训体系建设,为其职业发展和晋升创造通道,满足员工的个人成长和发展需求；加强工作成就激励,建立职位消费、荣誉感和参与激励,使员工在工作中得到权利需求的满足；明确企业未来的发展,形成尊重员工的企业文化,使员工对企业未来的发展充满信心；建立良好的团队合作激励,满足员工的社会关系需求。同时,建立有效的绩效考评体系、约束机制和定期员工满意度调查等激励机制实施配套措施。
[Abstract]:After the Asian financial crisis in 1997, the geological and mineral industry in China showed signs of overall decline. With the pace of adjustment of national industrial policies, geological and mineral units not only returned to the main geological prospecting industry to find their own advantages. Moreover, by further expanding service projects and actively integrating into local economic development, economic strength has generally been strengthened. Human resources problems, especially in terms of staff incentives, have also encountered many problems. Many geological and mining units are faced with the problem of brain drain. The main reason is that the incentive mechanism is not perfect, and some geological and mineral units have no incentive mechanism at all. As an important part of human resources, incentive mechanism plays a vital role in the long-term development of geological and mineral units. How to establish an effective incentive mechanism to stimulate the work enthusiasm and potential ability of employees, to maximize their enthusiasm for work and to develop their creativity, to enhance the employee's sense of belonging and loyalty to the enterprise, The personal development of employees and the development of enterprises are closely linked to our geological and mining units to solve the primary problem. This paper takes the employee incentive mechanism of Xindi Mining Company as the research object, synthesizes the related theory of incentive, through describing the current situation of the staff incentive of Xindi Mining Company, applies the method of integrating theory with practice. Through extensive reference to relevant literature and field investigation, this paper makes a scientific analysis on the present situation of incentive mechanism of Xindi Mining Company, and points out the problems existing in the current incentive mechanism. Finally, based on the analysis of the problems in incentive mechanism and incentive factors, this paper establishes the employee incentive model under the guidance of incentive theory, and puts forward a targeted optimization scheme, that is, to optimize the salary and welfare of the employees of Xindi Mining Company. To change the serious income equalitarianism and the small difference of post coefficient to make it an attractive salary and welfare, to help employees formulate a clear career plan, and to strengthen the construction of staff training system. To create channels for their career development and promotion, to meet the personal growth and development needs of employees, to strengthen the work achievement incentive, to establish the position consumption, the sense of honor and participation incentive, so that the employees can get the right needs in the work. Make clear the future development of the enterprise, form the enterprise culture that respects the employee, make the employee full of confidence to the future development of the enterprise, establish the good team cooperation incentive, satisfy the social relation demand of the employee. At the same time, establish effective performance appraisal system, constraint mechanism and periodic employee satisfaction survey and other incentive mechanisms to implement supporting measures.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.1;F272.92

【相似文献】