“中广核主设备所”核心人才激励机制研究

发布时间：2018-05-20 23:19

本文选题：“中广核主设备所” + 核心人才　；参考：《西北大学》2013年硕士论文

【摘要】：随着国内核电大好发展形势,核岛主设备设计任务日益增多,国内各公司纷纷成立核岛主设备设计单位或原非核岛设计单位逐步涉足核岛主设备设计,核岛主设备设计人才更加短缺。如何建立完善的核岛主设备设计核心人才激励机制,保证核岛主设备设计核心人才的引进、培养,规划并通过合理的激励调动其积极性,发挥其潜能,就成为中广核设计院核岛主设备所(以下简称主设备所)必须解决的重大问题。基于这一发展背景,笔者开展了这项研究。本文以问题为导向,以解决企业实际存在的问题为主线,从“中广核主设备所”核心人才激励机制发展现状和核心人才市场出现的基本情况为切入点,通过实际调研,并结合激励理论,深刻剖析了企业在核心人才激励机制方面存在的问题。在此基础之上,提出了完善企业核心人才激励机制的基本设想,并对实施、评估、调整以及配套保障等进行了说明。具体研究思路如下：文章首先对激励机制理论的发展演变进行了回顾,对激励机制的主要内容、特点、作用及评估等进行了概述,以此奠定全文分析的理论基础。其次,文章介绍了“中广核主设备所”核心人才激励机制发展现状,对其存在的问题及其成因进行了剖析。这是全文分析的现实出发点。接着,文章针对企业在核心人才激励机制存在的问题,以激励机制理论为基础,结合核电设备企业的现实特点,提出了完善企业核心人才激励机制的设想,并对其可能结果进行了预测。在基本设想方面,主要提出：调整激励结构,提高精神激励在激励总体中的比重；丰富激励形式,提高激励的吸引力；增强层级激励,提高激励的针对性；提高绩效激励,有机融合企业目标与个人目标；加强培训激励,为企业发展提供持久动力；增强工作内容的创新性和挑战性,提高核心人才工作的热情；建立内部人力资源市场,为人才发展提供平台；注重个体发展,做好核心人才的职业规划等。再接着,文章提出了落实核心人才激励机制设想的配套措施,主要有：加强企业文化建设,增强核心人才的归属感；转变企业人才观念,确立价值创造的人才观；完善企业运行机制,为激励奠定良好基础；明确企业战略目标,为员工发展描绘蓝图；建立人才管理机制,为人才回流创造条件；重视企业环境建设,营造和谐友好工作氛围等。最后,在前面分析的基础上得出文章结论。本文认为：第一,精神性因素或者激励性因素是影响核心员工最重要的因素。第二,要从激励的机构、形式、层级等多方位完善核心人才激励机制。第三,在激励机制的实施过程中,要做好激励的监控、评估与调整工作。第四,要从企业文化、治理机制等多方面做好激励机制的配套保障工作。
[Abstract]:With the development of nuclear power industry in China, the design task of nuclear island main equipment is increasing. The domestic companies have set up the main equipment design unit of the nuclear island or the original non nuclear island design units to step into the design of the main equipment of the nuclear island step by step. To ensure the introduction, training, planning and the mobilization of its enthusiasm and potential through reasonable incentives, the core personnel of the nuclear island's main equipment design has become a major problem that must be solved by the nuclear Design Institute of the nuclear Design Institute (hereinafter referred to as the main equipment). Based on this development, the author has carried out this research.
This paper takes the problem as the guidance and solves the problems existing in the enterprise as the main line. From the basic situation of the development of the core talent incentive mechanism and the basic situation of the core talent market, the paper deeply analyzes the problems existing in the incentive mechanism of the core talents through the actual investigation and the incentive theory. On this basis, the basic idea of improving the incentive mechanism of the core talents of enterprises is put forward, and the implementation, evaluation, adjustment and supporting guarantee are explained. The concrete research ideas are as follows: first, the article reviews the development and evolution of the incentive mechanism theory, and the main contents, characteristics, functions and evaluation of the incentive mechanism. Secondly, the article introduces the development status of the core talent incentive mechanism of "central Guangzhou nuclear master equipment Institute", analyzes its existing problems and causes, which is the realistic starting point of the full text analysis. Then, the article aims at the problems existing in the incentive mechanism of the core talents in the enterprise, to stimulate the problems of the core talent incentive mechanism. Based on the theory of excitation mechanism and combining the practical characteristics of nuclear equipment enterprises, this paper puts forward the idea of improving the incentive mechanism of the core talents of enterprises, and forecasts the possible results. In the basic assumption, the main points are as follows: adjusting the incentive structure, improving the proportion of spiritual incentive in the incentive system, enriching the incentive form and improving the inspiring absorption. Gravity; enhance the level of incentive, improve the pertinence of the incentive, improve the performance incentive, integrate the enterprise goal and individual goal, strengthen the training incentive, provide the lasting power for the enterprise development, enhance the innovation and challenge of the work content, improve the enthusiasm of the core talent work, establish the internal human resource market, and provide the talents for the development of the talents. For the platform, we should pay attention to the individual development and do a good job planning for the core talents. Then, the article puts forward the supporting measures for the implementation of the core talent incentive mechanism, including strengthening the construction of the enterprise culture, strengthening the sense of belonging of the core talents, transforming the concept of the talents of the enterprise, establishing the view of the talent created by the value, and perfecting the operating mechanism of the enterprise, To lay a good foundation for incentive, to clear the strategic target of the enterprise, to describe the blueprint for the staff development, to establish the mechanism of talent management, to create conditions for the return of talents, to attach importance to the construction of the enterprise environment and to create a harmonious and friendly working atmosphere. Finally, the conclusion of the article is drawn on the basis of the previous analysis.
This article holds that: first, the mental factors or motivational factors are the most important factors that affect the core staff. Second, we should improve the core talents incentive mechanism from the incentive institutions, forms and levels. Third, in the implementation of the incentive mechanism, we should do a good job of monitoring, evaluating and adjusting the incentive. Fourth, from the enterprise culture, Governance mechanisms and other aspects to do a good job in supporting the incentive mechanism.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.23

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