BN广电网络公司激励问题研究

发布时间：2018-05-30 11:27

本文选题：BN广电网络公司 + 员工　；参考：《云南财经大学》2015年硕士论文

【摘要】：企业的“企”字,寓意是无人则止,人力资源管理是企业运营管理的核心,一个企业的活力,一个团队的执行力和战斗力,与企业人力资源管理的效能息息相关,而激励机制的建立,又是一个企业人力资源管理的重中之重的一项工作,它对团队工作的积极性、主动性、创造性,团队工作的效率,以及员工对企业的忠诚度、认同度、归属感、使命感起到关键性的作用。BN广电网络公司是我省某大型国有企业下属的一个分公司,公司人心稳定,发展平稳。但因公司前身属于事业单位,2005年才完成“事转企”,实行企业化运作的时间不长,人员大锅饭意识严重,危机意识和竞争意识淡薄,企业员工队伍缺乏积极向上的朝气。企业管理者虽认识到激励机制建设的重要性,也相继建立了一些激励制度,虽取得了一定效果,但现有激励机制仍存在许多问题,如薪酬体系不合理、业务提成激励盲目、过度,一线与后台分配严重失衡,考核不完善、不科学,员工职务和职称晋升通道不健全,培训机制不健全、企业文化建设简单、浅薄等。尤其是公司行政职能部门(后台支撑部门),因其不像一线营销部门那样具备确切的经营指标,工作的完成情况可以进行量化考核。他们更多的是从事一些事务性的工作。工作量的多少、工作时限往往要根据其他部门的工作来决定。因此,对于行政职能部门,其工作大多围绕一线经营部门而开展,且事务性工作占据了整个工作的主体,工作无法量化,客观上造成了绩效管理难度较大,为完善激励机制埋下了隐患。加之公司决策层对于行政职能部门激励机制的不重视,导致行政职能部门人员工作积极性难以调动,员工对于分配不均怨气较大,普遍缺乏工作主动性,许多岗位人浮于事,工作节奏缓慢、效率低下,缺乏现代企业应有的活力与动力。本论文首先对文章的研究意义、研究方法、公司情况等作系统介绍。然后把国内外相关激励理论的研究现状进行阐述,指出激励理论对企业建立有效激励机制的重要性;其次,本文在查阅大量文献及问卷调查的基础上,对BN广电网络公司的激励状况进行了分析,得出了BN广电网络公司现行激励机制存在的问题,并尝试设计了改进方案。因广电网络行业政治属性和社会属性较强的特殊性,且虽在全国各省各地州都有该行业的经营单位,但大多省份没有实现经营整合,更没有一个统一的全国性公司进行统一的管理和规范,全国各省在经营模式上都是各自为政,各成一家。本文的特点在于能够运用激励理论去分析和探讨企业员工激励机制的建立问题,注重理论联系实践。BN广电网络公司的问题在国有企业,尤其是“事转企”企业中具有一定的代表性,因此,本文对我国国有企业激励机制的改进也可以提供有益的启示。
[Abstract]:Human resource management is the core of enterprise operation management. The vitality of an enterprise, the executive power and combat effectiveness of a team are closely related to the effectiveness of human resources management in an enterprise. The establishment of incentive mechanism is also the most important work of human resource management in an enterprise. It is positive, initiative, creative, efficiency of team work, loyalty and identity of employees to the enterprise. The sense of belonging, the sense of mission plays a key role. BN Radio and Television Network Company is a branch of a large state-owned enterprise in our province. But because the company's predecessor belongs to the public institution, in 2005 it completed "the matter turns the enterprise", the implementation enterprise operation time is not long, the personnel big pot rice consciousness is serious, the crisis consciousness and the competition consciousness is weak, the enterprise staff troop lacks the positive upward vigor. Although enterprise managers realize the importance of incentive mechanism construction, they have also established some incentive systems one after another. Although they have achieved certain results, there are still many problems in the existing incentive mechanism, such as unreasonable salary system, blind incentive for business commission, etc. Excessive, serious imbalance between front-line and backstage distribution, imperfect and unscientific assessment, imperfect channels for promotion of staff positions and professional titles, imperfect training mechanism, simple construction of corporate culture, shallow and so on. Especially the administrative function department of the company (backstage support department), because it does not have the exact management index like the front-line marketing department, the completion of the work can be evaluated quantitatively. They are more engaged in some routine work. The amount of work, the time limit often depends on the work of other departments to determine. Therefore, for administrative functional departments, most of their work is carried out around the front-line management departments, and the transactional work occupies the main body of the whole work, the work can not be quantified, which objectively leads to the difficulty of performance management. In order to improve the incentive mechanism buried hidden dangers. Combined with the lack of attention to the incentive mechanism of the administrative function department, it is difficult to mobilize the enthusiasm of the staff of the administrative functional department, and the employees are more angry about the uneven distribution, generally lack of work initiative, and many posts are overstaffed. The work rhythm is slow, the efficiency is low, lacks the vigor and the motive force which the modern enterprise should have. In this paper, the significance of the research, research methods, company situation and so on are introduced systematically. Then, the research status of incentive theory at home and abroad is expounded, and the importance of incentive theory for enterprises to establish an effective incentive mechanism is pointed out. Secondly, based on a large number of literatures and questionnaires, This paper analyzes the incentive situation of BN radio and television network company, obtains the problems existing in the current incentive mechanism of BN radio and television network company, and tries to design an improved scheme. Because of the strong particularity of the political and social attributes of the radio and television network industry, and although there are operating units of the industry in all the provinces and states throughout the country, most of the provinces have not realized the business integration. There is not a unified national company to carry out unified management and regulation, all provinces in the business model of their own, each into one. The characteristics of this paper are that it can use incentive theory to analyze and discuss the establishment of employee incentive mechanism in enterprises, and pay attention to the connection between theory and practice. Especially, the enterprises are representative. Therefore, this paper can provide some useful inspiration for the improvement of the incentive mechanism of the state-owned enterprises in our country.
【学位授予单位】：云南财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：G221

【共引文献】