A集团附属HS学院员工激励问题研究

发布时间：2018-12-30 15:34

【摘要】：职业教育作为培养企业发展所需的技术人才的载体,对经济发展起着至关重要的作用,大力发展高职教育,已成为教育部、劳动和社会保障部工作的重点,亦得到许多相关政策的支持与鼓励。在此国家大力发展职业教育的政策背景下,我国民办高等职业教育呈现出快速发展的良好态势,已占据了高等教育“半壁江山”,为培养“生产、经营管理、服务业第一线高素质技能型人才”发挥着重要作用。民办高等职业学院虽然也是高等教育,但从其教育管理和经营管理的全过程看,具有典型的企业特征。它和企业一样,是“依法设立、自主经营、独立核算、自负盈亏”的经济体。面对学校日渐增多,而生源逐年减少的现状,民办高职院校也同企业一样面临着剧烈的市场竞争。如何在剧烈的竞争中占据一席之地、脱颖而出是其面临的巨大挑战。众所周知,学院的发展靠人才,人才的培养靠政策。来自美国哈佛大学专家的研究发现,在缺乏激励的环境中,教师的潜力仅能发挥20%--30%,甚至可能还会引起反效果；而在适宜的激励环境下,同样的教师潜力却能发挥80%--90%。由此可见,没有良好有效地激励机制,对学校来说是一种巨大的资源浪费。A集团附属HS学院是一所由著名广州A集团投资创立的民办高职院校。在此背景下,深入挖掘教师潜力,充分调动其工作积极性、主动性、创造性,提高教学质量,建设一支优秀的人才队伍是A集团附属HS学院领导人面临的重大课题。而其关键就是实施有效地人才培养激励机制。因此对A集团附属HS学院员工激励问题的研究具有重要现实意义。本文共分为六个部分。第一部分是绪论,从国家政策、社会对技能型人才需求以及学院自身发展需要角度阐述了研究的背景和意义,并介绍了本文的研究思路、框架和研究方法等；第二部分是相关概念的界定及文献综述,介绍了民办高职院校、激励、激励机制及相关激励理论以及当前激励理论在院校运用的现状；第三部分是A集团附属HS学院激励情况分析,介绍了HS学院目前发展及现有人力资源现状,并作了激励机制教师满意度调查,分析了其在激励机制方面存在的问题和原因；第四部分是HS学院激励机制的构建和优化,主要针对HS学院教师的特性,阐述了HS学院教师激励机制设计的思路和原则以及具体内容针,提出从薪酬入手,提高教师总体待遇水平,加入绩效考核激励,重视情感激励,完善晋升、培训及进修激励,丰富竞赛激励细节,并加以适当的负激励配合,形成一套完整的激励系统。第五部分是HS学院激励机制方案实施效果预测及可能出现的问题,预测了方案顺利实施将给HS学院带来的改变,客观分析了可能出现的问题,并提出了确保方案顺利实施的保障；第六部分是结论,归纳了本研究得出的主要结论。
[Abstract]:Vocational education, as the carrier of cultivating technical talents for the development of enterprises, plays a vital role in economic development. Developing vocational education vigorously has become the focus of the work of the Ministry of Education and the Ministry of Labor and Social Security. It is also supported and encouraged by many related policies. Under the background of the policy of vigorously developing vocational education in this country, the private higher vocational education in our country has shown a good situation of rapid development, which has occupied half of the higher education, in order to cultivate "production, management and management", Service industry front-line high-quality skilled personnel "play an important role." Although private higher vocational colleges are also higher education, they have typical enterprise characteristics from the whole process of educational management and management. Like enterprises, it is an economy that is set up by law, operated autonomously, independently accounted for and responsible for its own profits and losses. In the face of the increasing number of schools and the decreasing number of students year by year, private vocational colleges are faced with fierce market competition as well as enterprises. How to occupy a place in the fierce competition, stand out is its huge challenge. As we all know, the development of the college depends on talent, and the cultivation of talents depends on policy. An expert from Harvard University in the United States found that in the absence of incentive environment, the potential of teachers can only play 20-30, and may even cause adverse effects; In the appropriate incentive environment, the same teacher potential can play 80-90. It can be seen that without a good and effective incentive mechanism, it is a huge waste of resources for the school. Group A affiliated to the HS College is a private higher vocational college invested by the famous Guangzhou A Group. Under this background, it is an important task for the leaders of HS College affiliated to Group A to tap the potential of teachers, fully mobilize their enthusiasm, initiative, creativity, improve the quality of teaching, and build an excellent team of talents. And its key is to implement effective talent training incentive mechanism. Therefore, it is of great practical significance to study the employee motivation problem of HS College affiliated to Group A. This paper is divided into six parts. The first part is the introduction, from the point of view of the national policy, the social demand for skilled talents and the development needs of the college itself, the background and significance of the research, and introduces the research ideas, framework and research methods. The second part is the definition of relevant concepts and literature review, introduced the private vocational colleges, incentive mechanism and related incentive theory and the current situation of the application of incentive theory in colleges and universities; The third part is the analysis of incentive situation of HS College affiliated to Group A, introduces the current development of HS College and the current situation of human resources, and makes a survey of the teacher satisfaction of incentive mechanism, and analyzes the problems and reasons in the incentive mechanism. The fourth part is the construction and optimization of the incentive mechanism of HS College. According to the characteristics of the teachers of HS College, this paper expounds the ideas and principles of the design of the incentive mechanism of the teachers in the HS College, and puts forward the starting from the salary. Improve the teachers' overall treatment level, join the performance appraisal incentive, attach importance to the emotion incentive, perfect the promotion, train and study the incentive, enrich the competition incentive detail, and give the appropriate negative incentive to cooperate, form a set of complete incentive system. The fifth part is about the effect prediction and possible problems of the incentive scheme of HS College. It predicts the changes that will be brought to the HS College by the successful implementation of the scheme, and objectively analyzes the possible problems. And put forward the guarantee to ensure the smooth implementation of the program; The sixth part is the conclusion, which summarizes the main conclusions of this study.
【学位授予单位】：广东工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G717.2

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