大中型民营企业从业人员继续学习激励机制研究

发布时间：2018-08-20 16:03

【摘要】：民营企业作为我国经济的重要组成部分，对于我国经济和社会的发展都做出了重大的贡献。在全国4300万企业中，民营企业占92%以上，承担着全国7.79亿就业人口的91.8%。在民营企业队伍壮大的同时，我们也看到了民营企业人才流动率过高、人才短缺的现实。怎样吸引和留住人才成为摆在许多民营企业面前的问题。而据翰威特2007年4月份发出的一份报告，驱动员工敬业度的首要因素已经不是薪酬而是职业的发展机会，因此，在职业发展成为驱动员工敬业度的首要因素的现实情况下，关注员工的职业发展机会，为员工提供学习资源、激励员工学习对于吸引和留住人才就显得非常有意义。长久以来，，企业也包括民营企业也都会采取一些措施来激励员工学习，如提供培训机会，采取物质奖励来鼓励员工考取相关资格证书等，但是止于零散的激励措施，影响激励效果的发挥。本研究关注民营企业从业人员继续学习激励机制情况，以相关激励理论为理论基础，运用问卷调查法和访谈法对大中型民营企业从业人员继续学习激励机制进行深入调查，以呈现大中型民营企业从业人员继续学习激励机制的现状和存在的问题，提出完善的对策并试图构建激励机制。本文主要分为五部分。第一部分主要介绍研究的背景，本研究相关的概念，研究的内容和方法等内容。第二部分主要是与本研究相关的文献综述，包括国外和国内对于继续学习激励机制的研究现状。第三部分是研究的理论基础，主要介绍了内容型激励理论和过程型激励理论，为后文做铺垫。第四部分是对大中型民营企业从业人员继续学习激励机制进行了调查和访谈，并在调查和访谈的基础上对当前大中型民营企业从业人员继续学习激励机制进行小结。第五部分是民营企业从业人员继续学习激励机制的完善，具体包括从外部完善民营企业从业人员继续学习激励机制和从企业角度构建继续学习激励机制。其中从企业角度构建继续学习激励机制，主要分析了从业人员继续学习激励因素和激励的原则，然后在制定从业人员继续学习激励方案，最后进行了激励制度设计。
[Abstract]:As an important part of China's economy, private enterprises have made great contributions to the development of our economy and society. Among the 43 million enterprises in China, private enterprises account for more than 92%, accounting for 91.8% of the 779 million employed population. At the same time, we also see the talent flow rate of private enterprises is too high, talent shortage reality. How to attract and retain talents has become a problem in front of many private enterprises. According to a report published by Hewitt in April 2007, the primary driver of employee engagement is no longer pay but career development opportunities, so in the reality that career development is the primary driver of employee engagement, It is very meaningful to pay attention to the career development opportunities of employees, to provide learning resources for employees, and to encourage employees to learn to attract and retain talents. For a long time, enterprises, including private enterprises, have also taken some measures to encourage employees to learn, such as providing training opportunities, adopting material incentives to encourage employees to obtain relevant qualifications, and so on. Affect the play of incentive effect. This study focuses on the situation of private enterprise employees continuing to learn incentive mechanism, based on the relevant incentive theory, using questionnaire survey and interview method to investigate the incentive mechanism of large and medium-sized private enterprises. In order to present the present situation and existing problems of the employees of large and medium-sized private enterprises, the author puts forward the perfect countermeasures and tries to construct the incentive mechanism. This paper is divided into five parts. The first part mainly introduces the background of the research, the related concepts of this study, the content and methods of the study. The second part is a review of the literature related to this study, including the current situation of research on motivation mechanism of continuing learning both at home and abroad. The third part is the theoretical basis of the study, mainly introduces the content-based incentive theory and the process-based incentive theory, paving the way for the following. The fourth part is to investigate and interview the incentive mechanism of continuing learning for the employees of large and medium-sized private enterprises, and on the basis of the investigation and interview, to summarize the incentive mechanism of continuing learning for the employees of large and medium-sized private enterprises. The fifth part is the improvement of the incentive mechanism for private enterprise employees to continue to learn, including the external improvement of the private enterprise employees continue to learn incentive mechanism and from the perspective of the enterprise to build a continuing learning incentive mechanism. From the perspective of enterprises, this paper constructs the incentive mechanism of continuing learning, mainly analyzes the incentive factors and principles of continuing learning for employees, then formulates the incentive scheme for employees to continue learning, and finally designs the incentive system.
【学位授予单位】：江西师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G726;F272.92;F276.5

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