HG公司中层管理人员激励问题研究
发布时间：2018-07-16 11:15
【摘要】：激励不是操纵,不是控制,而是对人需要的满足,是通过合理的满足员工的需要来激励员工的积极性。但是长期以来,企业对中层人员的激励在认识和操作上有误区,导致企业的中层管理人员不能在最大作用上发挥个人价值。中层管理人员感受到的激励程度的高低,会影响中层管理人员的工作积极性和工作效率,进而影响企业的长期稳定和持续发展。明确企业中层管理人员的激励需求、确定各激励因素对企业中层管理人员的激励影响的大小,对企业中提高中层管理人员的激励感受、工作积极性和工作效率有非常重要的意义。本文研究的对象,HG公司成立于2003年6月,HG公司的经营要素和资源要素虽然从总体上来说与其它企业大致相同,但在各要素的比重和排序上有很大区别。高校的科研生产型企业的经营要素主要包括研究与开发、市场与销售、支持与服务、公司服务、内部管理五大方面,其中以研发与生产为最重要的经营要素；高校的科研生产型企业的资源要素主要包括人力、技术与产品、营销服务网络、用户群、合作伙伴、品牌及工业产权、资金及其他有形资产七个方面,其中以人力资源为最重要的资源,尤其是占据企业中坚阶层的管理者们。然而,在最新的员工满意度调查中,中层管理者对工作和公司的满意度低下让公司高层感到十分惊讶,显然公司中层管理者的激励机制出现一些问题。过多的负向激励而没有正向激励、高压的业务工作和缺乏荣誉感的职业经历让公司的中间梁柱们过得并不开心。对于HG公司来说,中层管理人员的激励问题是最关键也是最重要的。正确的认识他们的价值,充分了解他们的需求,重点研究相关激励措施是HG公司的发展不可缺少的。这也是本文研究的意义所在。论文主要分为以下几个部分：第一章是绪论,主要论述了本文选择题目的首要考虑的背景、参照的专家提出的概念性的释义及现实释义、考虑方式与要领,并对国内外研究的近况做了整体梳理和评估。第二章阐述人力资源的理论,主要探讨了激励理论和激励机制。第三章是HG公司概况和中层人员激励机制,主要描述了HG公司的人力资源概况,利用案例的方式描述的HG公司中层人员激励机制存在的问题。第四章是HG公司概况和中层人员激励机制问题分析,本章是针对第三章的所描述的问题进行了分析。第五章是HG公司中层管理者激励机制的改进：从构建成长激励与工作激励结合的机制,重视情感激励与文化激励,薪酬激励体系再设计三个方面来改进了HG公司中层管理者的激励机制问题。
[Abstract]:Motivation is not manipulation, not control, but the satisfaction of human needs. However, for a long time, there are some misunderstandings in the knowledge and operation of the incentive to the middle managers, which leads to the inability of the middle managers to give full play to their personal value. The level of incentive felt by middle managers will affect the enthusiasm and efficiency of middle managers, and then affect the long-term stability and sustainable development of enterprises. Make clear the incentive demand of middle managers, determine the influence of incentive factors on middle managers, and improve the incentive feelings of middle managers in enterprises. Work enthusiasm and work efficiency have very important significance. Although the operating and resource elements of HG Company, which was founded in June 2003, are roughly the same as those of other enterprises, the proportion and ranking of these elements are quite different. The management elements of scientific research and production enterprises in colleges and universities mainly include five aspects: research and development, market and sales, support and service, company service and internal management, among which R & D and production are the most important management elements. The resource elements of scientific research and production enterprises in colleges and universities mainly include human resources, technology and products, marketing service networks, user groups, partners, brand and industrial property rights, funds and other tangible assets. Human resources are the most important resources, especially the managers who occupy the backbone of enterprises. However, in the latest employee satisfaction survey, the low level of job and company satisfaction of middle managers surprised the top management of the company, and it was clear that there were some problems in the incentive mechanism of the middle managers. Too many negative incentives and no positive incentives, high-pressure business jobs and lack of honor in the career experience make the company's middle Liang Zhu not happy. For HG Company, the incentive problem of middle management is the most critical and important. The development of HG Company is indispensable to understand their value, fully understand their needs, and focus on the relevant incentives. This is also the significance of this study. The paper is divided into the following parts: the first chapter is the introduction, which mainly discusses the background of the primary consideration of this paper, the reference of the experts put forward the conceptual and realistic interpretation, the way and essentials of the consideration. And the domestic and foreign research recent situation has made the overall combing and the appraisal. The second chapter expounds the theory of human resources, mainly discusses the incentive theory and incentive mechanism. The third chapter is the general situation of HG Company and the incentive mechanism of mid-level personnel. It mainly describes the human resource situation of HG Company and the problems of the incentive mechanism of mid-level staff in HG Company by case study. The fourth chapter is the analysis of HG company's general situation and middle level incentive mechanism, this chapter is to analyze the problems described in the third chapter. The fifth chapter is the improvement of the incentive mechanism of middle managers in HG company: from the construction of growth incentive and job incentive mechanism, pay attention to emotional incentive and cultural incentive. The compensation incentive system is designed to improve the incentive mechanism of middle managers in HG Company.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92
[Abstract]:Motivation is not manipulation, not control, but the satisfaction of human needs. However, for a long time, there are some misunderstandings in the knowledge and operation of the incentive to the middle managers, which leads to the inability of the middle managers to give full play to their personal value. The level of incentive felt by middle managers will affect the enthusiasm and efficiency of middle managers, and then affect the long-term stability and sustainable development of enterprises. Make clear the incentive demand of middle managers, determine the influence of incentive factors on middle managers, and improve the incentive feelings of middle managers in enterprises. Work enthusiasm and work efficiency have very important significance. Although the operating and resource elements of HG Company, which was founded in June 2003, are roughly the same as those of other enterprises, the proportion and ranking of these elements are quite different. The management elements of scientific research and production enterprises in colleges and universities mainly include five aspects: research and development, market and sales, support and service, company service and internal management, among which R & D and production are the most important management elements. The resource elements of scientific research and production enterprises in colleges and universities mainly include human resources, technology and products, marketing service networks, user groups, partners, brand and industrial property rights, funds and other tangible assets. Human resources are the most important resources, especially the managers who occupy the backbone of enterprises. However, in the latest employee satisfaction survey, the low level of job and company satisfaction of middle managers surprised the top management of the company, and it was clear that there were some problems in the incentive mechanism of the middle managers. Too many negative incentives and no positive incentives, high-pressure business jobs and lack of honor in the career experience make the company's middle Liang Zhu not happy. For HG Company, the incentive problem of middle management is the most critical and important. The development of HG Company is indispensable to understand their value, fully understand their needs, and focus on the relevant incentives. This is also the significance of this study. The paper is divided into the following parts: the first chapter is the introduction, which mainly discusses the background of the primary consideration of this paper, the reference of the experts put forward the conceptual and realistic interpretation, the way and essentials of the consideration. And the domestic and foreign research recent situation has made the overall combing and the appraisal. The second chapter expounds the theory of human resources, mainly discusses the incentive theory and incentive mechanism. The third chapter is the general situation of HG Company and the incentive mechanism of mid-level personnel. It mainly describes the human resource situation of HG Company and the problems of the incentive mechanism of mid-level staff in HG Company by case study. The fourth chapter is the analysis of HG company's general situation and middle level incentive mechanism, this chapter is to analyze the problems described in the third chapter. The fifth chapter is the improvement of the incentive mechanism of middle managers in HG company: from the construction of growth incentive and job incentive mechanism, pay attention to emotional incentive and cultural incentive. The compensation incentive system is designed to improve the incentive mechanism of middle managers in HG Company.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92
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