天合光能公司核心员工激励机制研究

发布时间：2018-06-13 11:02

本文选题：天合光能公司 + 核心员工　；参考：《南京工业大学》2013年硕士论文

【摘要】：20世纪90年代以来，经济全球化趋势不断凸显，企业经营的外部环境日益复杂化和动态化，技术变革和知识更新速度加快，迫切要求企业维持自己的核心竞争力。基础资源观的人力资源理论认为企业的核心竞争力源于企业的关键和稀缺性的人力资源，即组织的核心员工。长期以来，核心员工的工作积极性难以持续和频繁的流动现象是激励性不足的直接表现。在很多企业内部，组织的薪酬激励制度不完善、精神鼓励和人文关怀严重缺位、职业发展路径不明晰，，导致核心员工的业绩表现和组织贡献差强人意。因此，如何通过有效的核心员工激励机制保留和开发核心员工成为企业核心员工管理的当务之急。本文以维持企业内部核心人才的竞争优势和工作积极性为出发点，以天合光能公司作为案例研究的对象，通过构建以绩效薪酬为主，其他激励方式为辅的激励机制来实现核心员工的激励和保持。首先，提出研究问题并阐述本文研究意义及现状，介绍核心员工激励特征、员工激励的主要模式等理论，深入分析并引出天合光能公司核心员工激励的现状及趋势，为开展研究提供方向性的指导；其次，介绍天合光能公司核心员工的基本情况和薪酬激励、精神激励、员工职业发展现状等，通过核心员工满意度问卷调查，分析目前的核心员工激励机制存在的问题；再次，结合目前天合光能公司核心员工现状，系统设计核心员工激励机制优化方案，详细阐述方案的实施过程及注意的问题；最后，对研究的成果做出总结及评价优化方案的预期效果，并指出研究的不足和未来的发展方向。
[Abstract]:Since 1990s, the trend of economic globalization has become increasingly prominent, the external environment of enterprise management is becoming more and more complicated and dynamic, and the speed of technological change and knowledge renewal has been quickened. It is urgent for enterprises to maintain their core competitiveness. The theory of human resources based on the view of basic resources holds that the core competence of an enterprise originates from the key and scarce human resources of an enterprise, that is, the core staff of an organization. For a long time, the core staff's work enthusiasm is difficult to sustain and frequent flow phenomenon is the direct manifestation of incentive insufficiency. In many enterprises, the compensation incentive system of the organization is imperfect, spiritual encouragement and humanistic concern are seriously absent, and the path of career development is not clear, which leads to unsatisfactory performance of core staff and organizational contribution. Therefore, how to retain and develop the core staff through an effective incentive mechanism has become an urgent task in the management of core staff. In order to maintain the competitive advantage and work enthusiasm of the core talents in the enterprise, this paper takes Tianhe Guangeng Company as the case study object, through the construction of the performance compensation as the main, Other incentives are supplemented by incentive mechanisms to achieve core staff motivation and maintenance. First of all, the paper puts forward the research questions and expounds the significance and present situation of this paper, introduces the characteristics of core staff motivation, the main models of employee motivation, and further analyzes and leads to the current situation and trend of the core staff incentive in Tianhe Guangeng Company. Secondly, it introduces the basic situation of the core employees of Tianhe Guangeng Company and the salary incentives, spiritual incentives, the status quo of staff career development, etc., through the core staff satisfaction questionnaire, Analysis of the current core staff incentive mechanism problems; thirdly, combined with the current situation of the core staff of Tianhe Guangeng Company, the system design core staff incentive mechanism optimization scheme, elaborate the implementation process of the scheme and the problems to be paid attention to; finally, This paper summarizes the results of the research and evaluates the expected effect of the optimization scheme, and points out the deficiency of the research and the development direction in the future.
【学位授予单位】：南京工业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.61

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