中国联通H市分公司一线员工激励机制研究

发布时间：2018-02-21 16:30

本文关键词： 激励机制中国联通一线员工员工激励　出处：《哈尔滨工业大学》2014年硕士论文　论文类型：学位论文

【摘要】：在现实的企业人力资源管理中，往往会出现管理人员抱怨员工工作积极性不高，员工抱怨企业在薪酬、晋升等方面不公平的现象，尽管企业在不断改进和完善激励机制，但所取得的效果却不理想。中国通讯行业改革以来，国内电信运营商加快了整合重组步伐，并最终形成了中国移动、中国联通和中国电信三家运营商三足鼎立的局面。中国联通继承了原电话局、原网通的业务，不但保留了更多的历史包袱，而且在经营管理中始终受到计划经济体制的影响。在市场份额本来就落后中国移动的情况下，，中国电信的成立更是为联通增加了一个新的强劲竞争对手。作为中国联通分支机构，中国联通H市分公司不但要面临残酷的市场竞争压力，还要加快推进企业向公司化转型的步伐，科学合理地完善相关制度设计，而一线员工激励机制就是其需要着重完善的一项重要内容。本文依据马斯洛需求层次理论等相关理论，对中国联通H市分公司一线员工结构与需求特点进行了调查分析。在此基础上，通过与现行激励机制进行对比，发现现行激励体制指标设计单一，在薪水水平设置、福利待遇、员工晋升等方面不能有效满足一线员工需求。针对以上问题，本文结合中国联通H市分公司实际，从员工薪酬、福利待遇、员工培训、员工晋升、员工职业生涯设计等方面提出改进措施，为企业适应日益激烈的市场竞争环境争取了主动，也为其他企业提供了一个参照的范本和宝贵经验。
[Abstract]:In the real enterprise human resource management, managers often complain that the employees' enthusiasm is not high, and the employees complain about the unfair phenomenon in the aspects of salary and promotion, even though the enterprise is constantly improving and perfecting the incentive mechanism, But the results are not ideal. Since the reform of China's telecommunications industry, domestic telecom operators have quickened the pace of integration and reorganization, and finally formed the situation of three operators, China Mobile, China Unicom and China Telecom. China Unicom inherited the former telephone office. The original Netcom business has not only retained more historical baggage, but also has always been affected by the planned economic system in its operation and management. When the market share is already behind that of China Mobile, The establishment of China Telecom has added a new strong competitor to China Unicom. As a branch of China Unicom, China Unicom H City Branch is facing not only cruel market competition pressure, It is also necessary to speed up the transformation of enterprises to corporatization, to improve the relevant system design scientifically and reasonably, and the incentive mechanism of front-line employees is an important content that needs to be improved. This paper bases on Maslow's theory of hierarchy of demand and other relevant theories. This paper makes an investigation and analysis on the structure and demand characteristics of front-line staff in H branch of China Unicom. On this basis, by comparing with the current incentive mechanism, it is found that the index of the current incentive system is single, the salary level is set, and the welfare treatment is obtained. Staff promotion and other aspects can not meet the needs of front-line staff. In view of the above problems, this paper combines the actual situation of China Unicom H branch, from employee compensation, welfare treatment, employee training, staff promotion, The improvement measures of employee's career design have been put forward, which has won the initiative for enterprises to adapt to the increasingly fierce market competition environment, and has also provided a reference model and valuable experience for other enterprises.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F626

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