TRP公司员工敬业度改善对策研究
发布时间：2022-01-02 10:50
通用电气公司的总裁杰克.维尔奇曾说过“任何一家想竞争取胜的公司必须设法使每个员工敬业”。一个公司最重要的资源是人力资源,如果一个企业的员工普遍缺乏敬业精神,那么意味着公司的发展将受到严重的制约。员工敬业度是员工在情感和知识方面对企业的一种承诺和投入。根据盖洛普（Gallup）的调研数据,敬业度与绩效的关系密切,敬业度有助于提升组织生产力、利润和顾客满意度并减少员工流失和安全事故的发生。因此,员工敬业度对企业的绩效关系十分密切。本文以TRP公司为例主要讨论如何提升TPR公司的员工敬业度。敬业度调查可以了解员工的敬业度情况,从而进行引导和控制,达到提升企业绩效的目的。敬业度调查是评价企业文化、制度流程及企业沟通的常用工具之一,基于理论和实践重要性的分析及研究,我们尝试讨论影响敬业度的关键因素,如职业发展、薪酬体系、企业文化、内部沟通、人才梯队建设、安全等对公司整体敬业度的影响。调查方式方法主要采用问卷调查及深度访谈。在2016年3月的调查中,TRP公司响应BEL集团总部的要求,针对全集团所有员工进行了统一的敬业度问卷调查,该问卷是由合益（Hay）咨询公司参考Gallup的Q12问卷,并结合...
【文章来源】：广东外语外贸大学广东省
【文章页数】：90 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
CHAPTER I INTRODUCTION
1.1 BACKGROUND
1.2 OBJECTIVE AND SIGNIFICANCE OF THE RESEARCH
1.2.1 Objective
1.2.2 Theoretical Significance
1.2.3 Practical Significance
1.3 RESEARCH METHODS
1.3.1 Literature Analysis Method
1.3.2 Empirical Analysis Method
1.4 RESEARCH IDEAS
1.5 INNOVATIONS
CHAPTER II RELATED THEORY AND LITERATURE OVERVIEW OF ENGAGEMENT
2.1 ENGAGEMENT OVERVIEW
2.1.1 Research on the concept of employee engagement at home and abroad
2.2 INFLUENCING FACTORS OF EMPLOYEE ENGAGEMENT
2.3 STRUCTURAL DIMENSIONS OF EMPLOYEE ENGAGEMENT
2.4 RELATED THEORY OF EMPLOYEE ENGAGEMENT
2.4.1 Hierarchy of Needs
2.4.2 Equity Theory
2.4.3 Two-factor Theory
2.4.4 Psychological Contract Theory
2.5 THE MEASUREMENT OF ENGAGEMENT
CHAPTER III STATUS ANALYSIS OF THE CASE COMPANY
3.1 ESTABLISHMENT AND DEVELOPMENT OF TRP
3.2 ENTERPRISE CULTURAL CONSTRUCTION OF TRP
3.3 HUMAN RESOURCES STATUS OF TRP
3.4 ENGAGEMENT SURVEY BACKGROUND OF TRP
CHAPTER IV SURVEY AND ANALYSIS OF EMPLOYEE ENGAGEMENT OF TRP
4.1 DESIGN AND IMPLEMENTATION OF SURVEY PROGRAM
4.1.1 Employee Engagement Questionnaire Design
4.1.2 Determination and pre-survey of Survey Sample
4.1.3 Reliability and Validity Analysis of the Questionnaire
4.1.4 Issue and Recycle of Formal Questionnaire
4.2 PRINCIPLES AND METHODS OF DATA ANALYSIS
4.3 DATA ANALYSIS RESULTS
4.3.1 Employee Engagement Status Anatomical Reasons
4.3.2 Factors Analysis of Employee Engagement
4.4 SUMMARY
CHAPTER V STRATEGIES TO ENHANCE EMPLOYEE ENGAGEMENT
5.1 ESTABLISHING GOOD COMMUNICATION CHANNELS
5.1.1 Managers should understand the importance of communication ideologically
5.1.2 Promoting Proper Cross-level Communication
5.1.3 Enriching Different Ways of Communication and Broadening Communication Channels
5.2 ESTABLISHING FAIR, REASONABLE AND COMPETITIVE PAY SYSTEM
5.2.1 Appropriating Adjustment of Pay and Benefits Structure
5.2.2 Implementing Effective Incentive Mechanisms
5.3 ACTIVELY ESTABLISHING CAREER DEVELOPMENT MODEL
5.3.1 Emphasis on Employee Career Development
5.3.2 Establishing a Scientific Career Development Model
5.4 TALENT ECHELON CONSTRUCTION
5.5 ESTABLISHING A TRAINING MANAGEMENT SYSTEM IN LINE WITH THE DEVELOPMENT OF THE COMPANY AND ITS EMPLOYEES
5.5.1 Good Soft Environment is the Prerequisite for Effective Progress in the Development of Employee Development and Training System
5.5.2 All Departments of the Enterprise Should Assume Their Respective Responsibilities in the Work of Employee Development and Training System
5.5.3 Developing Own Unique, High-quality Course Series
5.5.4 Establishing a Stable, Professional or Part-time Lecturer Team
5.5.5 Diversified Forms of Training
CHAPTER VI SUMMARY AND PROSPECT
6.1 CONCLUSIONS
6.2 INSUFFICIENCIES OF THE RESEARCH
6.3 PROSPECT OF THE RESEARCH
REFERENCES
APPENDIX QUESTIONNAIRE
【参考文献】：
期刊论文
[1]提高员工敬业度方法研究[J]. 王莉. 人力资源管理. 2013(12)
[2]浅析科研创新中的人性管理——基于马斯洛需求层次理论的分析[J]. 张虹,杨海文. 科技管理研究. 2013(22)
[3]新生代员工敬业度及其影响因素分析[J]. 李罗君,聂雪林. 现代经济信息. 2013(20)
[4]心理契约、心理账户与员工敬业度关系研究——基于浙江民营企业的实证研究[J]. 吕福新,张小龙. 绍兴文理学院学报(自然科学). 2013(03)
[5]地质勘探行业员工敬业度研究[J]. 王芳. 现代商业. 2013(18)
[6]低组织支持度会毁了员工敬业度[J]. 马克·罗伊尔,汤姆·安格纽. 商学院. 2013(06)
[7]员工敬业度研究——将组织机构的业绩最大化[J]. 徐江洪. 中小企业管理与科技(上旬刊). 2013(05)
[8]论中西方激励机制的差异比较和在医疗管理中的应用[J]. 曾化松. 四川医学. 2013(01)
[9]主管承诺与员工敬业度关系的实证研究[J]. 马志强,杨晓静,朱永跃. 技术经济与管理研究. 2012(12)
[10]员工敬业度、职业倦怠与组织认同关系的实证研究——基于交通运输类企业的数据[J]. 晋琳琳,陈浩. 广东工业大学学报(社会科学版). 2012(06)
硕士论文
[1]斯堪尼亚卡车销售激励策略研究[D]. 刘奎良.华南理工大学 2013
[2]企业知识型员工敬业度与工作绩效的关系研究[D]. 刘芬.山东大学 2012
[3]知识型员工个人—组织价值观匹配度、组织认同及离职倾向的关系研究[D]. 丁鹏飞.山东大学 2012
[4]DP公司员工敬业度调查研究[D]. 刘清宇.兰州大学 2012
[5]A公司员工敬业度的调研与分析[D]. 沈纤竹.辽宁大学 2011
[6]基于心理契约的零售业基层员工流动研究[D]. 陈婉梅.华侨大学 2011
[7]基于基本心理需要理论的员工敬业度研究[D]. 胡娟.山东大学 2011
[8]员工敬业度与员工满意度关系的实证研究[D]. 周解.华中科技大学 2008
本文编号：3564040
【文章来源】：广东外语外贸大学广东省
【文章页数】：90 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
CHAPTER I INTRODUCTION
1.1 BACKGROUND
1.2 OBJECTIVE AND SIGNIFICANCE OF THE RESEARCH
1.2.1 Objective
1.2.2 Theoretical Significance
1.2.3 Practical Significance
1.3 RESEARCH METHODS
1.3.1 Literature Analysis Method
1.3.2 Empirical Analysis Method
1.4 RESEARCH IDEAS
1.5 INNOVATIONS
CHAPTER II RELATED THEORY AND LITERATURE OVERVIEW OF ENGAGEMENT
2.1 ENGAGEMENT OVERVIEW
2.1.1 Research on the concept of employee engagement at home and abroad
2.2 INFLUENCING FACTORS OF EMPLOYEE ENGAGEMENT
2.3 STRUCTURAL DIMENSIONS OF EMPLOYEE ENGAGEMENT
2.4 RELATED THEORY OF EMPLOYEE ENGAGEMENT
2.4.1 Hierarchy of Needs
2.4.2 Equity Theory
2.4.3 Two-factor Theory
2.4.4 Psychological Contract Theory
2.5 THE MEASUREMENT OF ENGAGEMENT
CHAPTER III STATUS ANALYSIS OF THE CASE COMPANY
3.1 ESTABLISHMENT AND DEVELOPMENT OF TRP
3.2 ENTERPRISE CULTURAL CONSTRUCTION OF TRP
3.3 HUMAN RESOURCES STATUS OF TRP
3.4 ENGAGEMENT SURVEY BACKGROUND OF TRP
CHAPTER IV SURVEY AND ANALYSIS OF EMPLOYEE ENGAGEMENT OF TRP
4.1 DESIGN AND IMPLEMENTATION OF SURVEY PROGRAM
4.1.1 Employee Engagement Questionnaire Design
4.1.2 Determination and pre-survey of Survey Sample
4.1.3 Reliability and Validity Analysis of the Questionnaire
4.1.4 Issue and Recycle of Formal Questionnaire
4.2 PRINCIPLES AND METHODS OF DATA ANALYSIS
4.3 DATA ANALYSIS RESULTS
4.3.1 Employee Engagement Status Anatomical Reasons
4.3.2 Factors Analysis of Employee Engagement
4.4 SUMMARY
CHAPTER V STRATEGIES TO ENHANCE EMPLOYEE ENGAGEMENT
5.1 ESTABLISHING GOOD COMMUNICATION CHANNELS
5.1.1 Managers should understand the importance of communication ideologically
5.1.2 Promoting Proper Cross-level Communication
5.1.3 Enriching Different Ways of Communication and Broadening Communication Channels
5.2 ESTABLISHING FAIR, REASONABLE AND COMPETITIVE PAY SYSTEM
5.2.1 Appropriating Adjustment of Pay and Benefits Structure
5.2.2 Implementing Effective Incentive Mechanisms
5.3 ACTIVELY ESTABLISHING CAREER DEVELOPMENT MODEL
5.3.1 Emphasis on Employee Career Development
5.3.2 Establishing a Scientific Career Development Model
5.4 TALENT ECHELON CONSTRUCTION
5.5 ESTABLISHING A TRAINING MANAGEMENT SYSTEM IN LINE WITH THE DEVELOPMENT OF THE COMPANY AND ITS EMPLOYEES
5.5.1 Good Soft Environment is the Prerequisite for Effective Progress in the Development of Employee Development and Training System
5.5.2 All Departments of the Enterprise Should Assume Their Respective Responsibilities in the Work of Employee Development and Training System
5.5.3 Developing Own Unique, High-quality Course Series
5.5.4 Establishing a Stable, Professional or Part-time Lecturer Team
5.5.5 Diversified Forms of Training
CHAPTER VI SUMMARY AND PROSPECT
6.1 CONCLUSIONS
6.2 INSUFFICIENCIES OF THE RESEARCH
6.3 PROSPECT OF THE RESEARCH
REFERENCES
APPENDIX QUESTIONNAIRE
【参考文献】：
期刊论文
[1]提高员工敬业度方法研究[J]. 王莉. 人力资源管理. 2013(12)
[2]浅析科研创新中的人性管理——基于马斯洛需求层次理论的分析[J]. 张虹,杨海文. 科技管理研究. 2013(22)
[3]新生代员工敬业度及其影响因素分析[J]. 李罗君,聂雪林. 现代经济信息. 2013(20)
[4]心理契约、心理账户与员工敬业度关系研究——基于浙江民营企业的实证研究[J]. 吕福新,张小龙. 绍兴文理学院学报(自然科学). 2013(03)
[5]地质勘探行业员工敬业度研究[J]. 王芳. 现代商业. 2013(18)
[6]低组织支持度会毁了员工敬业度[J]. 马克·罗伊尔,汤姆·安格纽. 商学院. 2013(06)
[7]员工敬业度研究——将组织机构的业绩最大化[J]. 徐江洪. 中小企业管理与科技(上旬刊). 2013(05)
[8]论中西方激励机制的差异比较和在医疗管理中的应用[J]. 曾化松. 四川医学. 2013(01)
[9]主管承诺与员工敬业度关系的实证研究[J]. 马志强,杨晓静,朱永跃. 技术经济与管理研究. 2012(12)
[10]员工敬业度、职业倦怠与组织认同关系的实证研究——基于交通运输类企业的数据[J]. 晋琳琳,陈浩. 广东工业大学学报(社会科学版). 2012(06)
硕士论文
[1]斯堪尼亚卡车销售激励策略研究[D]. 刘奎良.华南理工大学 2013
[2]企业知识型员工敬业度与工作绩效的关系研究[D]. 刘芬.山东大学 2012
[3]知识型员工个人—组织价值观匹配度、组织认同及离职倾向的关系研究[D]. 丁鹏飞.山东大学 2012
[4]DP公司员工敬业度调查研究[D]. 刘清宇.兰州大学 2012
[5]A公司员工敬业度的调研与分析[D]. 沈纤竹.辽宁大学 2011
[6]基于心理契约的零售业基层员工流动研究[D]. 陈婉梅.华侨大学 2011
[7]基于基本心理需要理论的员工敬业度研究[D]. 胡娟.山东大学 2011
[8]员工敬业度与员工满意度关系的实证研究[D]. 周解.华中科技大学 2008
本文编号：3564040
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