黑龙江JC研究院员工激励策略研究

发布时间：2018-06-26 06:09

本文选题：员工激励 + 激励对策　；参考：《哈尔滨工业大学》2015年硕士论文

【摘要】：事业单位改革的话题在近些年来不断升温,国家的相关机构正在不断实施措施保障中国广大事业单位顺利改革。而在这个由“国家保护”向“自由市场竞争”的转变过程中,会出现或多或少的问题。这其中,与员工相关的问题更容易显现出来。当中的人员激励问题,又是重中之重。本文基于曾经的工作单位——黑龙江省建筑材料工业规划设计研究院(以下简称JC研究院)的情况而撰写。由于历史原因,该单位的员工激励不够规范。员工的主观能动性没有能够充分发挥,所以员工工作积极程度也并不理想,有很大上升的空间。如果以这样的工作状态接受市场的检验,很显然是不具竞争力的。本文以人力资源和组织行为学中的激励理论为理论基础,结合该单位的实际情况,对员工进行了多方面的分析。同时,又通过制作相关方面的调查问卷,收集到了一些资料,包括员工的思考方式、对于现状的看法、对单位的期望以及自身未来的打算等。经过对问卷的结果进行综合分析之后,了解到现在研究院物质激励与精神激励均有缺失和不足。其中物质激励现状包括薪资水准低、绩效管理缺失、五险一金比例低、补贴与时代相脱节等;精神激励现状包括员工培训投入少、晋升制度不完善和员工评优无效果等。这些现状归结出一系列问题:领导管理观念保守、人事管理制度有疏漏、员工职业倦怠和上级单位限定因素等。本文针对上述提出的问题,进行了改进对策研究。针对管理观念保守方面,要注重员工职业规划发展和员工培训计划的制定;针对人事管理制度,要重视招聘环节,同时降低人才流动率;针对员工职业倦怠,应该建立复合式薪酬体系、落实绩效考核制度和加强员工工作细致程度等。文章的最后,又提出了一些保障措施,以协助激励措施的实施。其中包括:改善办公及试验条件、配套多样化人文关怀、增进同事间沟通、尝试新的岗位模式、完善现代化信息系统等。
[Abstract]:The topic of institution reform has been heated up in recent years, and the relevant institutions of the state are implementing measures to ensure the smooth reform of the vast number of public institutions in China. In this transition from "national protection" to "free market competition," there will be more or less problems. Among them, the problem that relates to employee is easier to appear. Among them, the issue of staff motivation is a top priority. This paper is based on the situation of Heilongjiang Institute of Industrial Planning and Design of Building Materials (hereinafter referred to as JC Research Institute). Due to historical reasons, the unit's staff incentives are not standardized. The subjective initiative of employees is not fully brought into play, so the degree of positive work of employees is not ideal, and there is a great room for improvement. If the market is tested in such a state of work, it is clearly not competitive. Based on the motivation theory of human resources and organizational behavior and the actual situation of this unit, this paper analyzes the employees from many aspects. At the same time, through the production of related questionnaires, collected some information, including the way of thinking of employees, to the current situation, the expectations of the unit and their own future plans and so on. After a comprehensive analysis of the results of the questionnaire, we know that there are deficiencies in material motivation and spiritual motivation. Among them, the current situation of material incentive includes low salary level, lack of performance management, low proportion of five risks and one gold, disconnection between subsidy and the times, and so on; the present situation of spiritual incentive includes less investment in staff training, imperfect promotion system and ineffective evaluation of staff. These problems can be summed up in a series of problems: conservative management concept of leadership, omission of personnel management system, burnout of employees and limited factors of superior units, etc. In view of the above mentioned problems, the improvement countermeasures are studied in this paper. In view of the conservative management concept, we should pay attention to the development of employees' career planning and the formulation of employee training plans; to the personnel management system, we should attach importance to the recruitment process, and at the same time reduce the turnover rate of talent; in the light of the employees' job burnout, We should establish the compound salary system, implement the performance appraisal system and strengthen the degree of detail of the staff work. At the end of the article, some safeguard measures are put forward to assist the implementation of incentive measures. These include: improving office and experimental conditions, supporting diversified humanistic care, enhancing communication among colleagues, trying new post mode, perfecting modern information system and so on.
【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】：2015
【分类号】：D630.3

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