FJ公司基层员工的激励机制研究

发布时间：2018-03-13 12:03

本文选题：FJ公司　切入点：基层员工　出处：《湘潭大学》2014年硕士论文　论文类型：学位论文

【摘要】：一个企业能否获得成功，受到很多因素的影响，而人力资源因素无疑是其中最关键的。二十一世纪以来，人本管理的重要性愈发得到显现。每一个企业管理者都希望员工努力工作，而对员工进行激励则是实现这个愿望的有效途径。有效的激励可以激发员工的积极性，使他们发挥潜能，竭尽全力完成企业的任务和目标。 FJ公司经过十几年的艰苦奋斗，从一家食品代理销售的小公司发展成为拥有上千员工，集研发、生产、销售、贸易为一体的大型企业，取得了很多成绩，也为社会贡献了很多财富。但是伴随着企业经营规模的扩大，企业在基层员工管理上也遇到了很多新的问题。FJ公司的管理者越来越认识到如果不能解决对基层员工的激励问题，势必会影响公司的持续经营发展。本文研究的对象是FJ公司的基层员工，通过对FJ公司基层员工激励机制的现状分析，结合基层员工激励机制满意度调查的结果，发现薪酬体系激励不足、缺乏绩效考核体系、培训体系不完善、公司文化僵化缺少关怀是FJ公司基层员工激励机制的主要问题。究其原因主要是FJ公司对基层员工的重视不够；公司缺少以人为本的理念，缺乏对基层员工实际需要的分析，激励措施缺乏针对性；还有就是忽视对基层员工的职业生涯管理。本文以激励理论为基础，运用理论研究和实证分析相结合的研究方法，根据FJ公司的实际情况，提出了FJ公司基层员工激励机制优化设计的方案，包括优化薪酬结构，强化薪酬的激励性；建立科学的绩效考核制度；加强基层员工职业生涯管理等。最后指出激励机制优化实施的保障条件、步骤和应注意的问题。
[Abstract]:The success of an enterprise is influenced by many factors, of which human resources are undoubtedly the most critical. Since 21th century, The importance of people-oriented management is becoming more and more obvious. Every enterprise manager wants employees to work hard, and encouraging employees is an effective way to realize this wish. Enable them to develop their potential and do their utmost to accomplish the tasks and goals of the enterprise. After more than ten years of hard work, FJ Company has developed from a small food agency company into a large enterprise with thousands of employees, which integrates R & D, production, sales and trade, and has made many achievements. It has also contributed a lot of wealth to society. However, with the expansion of business scale, enterprises have also encountered many new problems in the management of grass-roots employees. The managers of FJ Company have increasingly realized that if the incentive problem for grass-roots employees cannot be solved, Will certainly affect the company's continuing business development. The research object of this paper is the grass-roots employees of FJ Company. Through the analysis of the current situation of the incentive mechanism of the grass-roots employees in FJ Company, combined with the results of the investigation on the satisfaction of the grass-roots employees' incentive mechanism, it is found that the incentive system of the compensation system is insufficient and the performance appraisal system is lacking. The training system is not perfect and the company culture is rigid and lack of concern is the main problem of the incentive mechanism of grass-roots employees in FJ Company. The main reason is that FJ Company does not pay enough attention to the grass-roots employees, the company lacks the idea of people-oriented. Lack of analysis of the actual needs of grass-roots employees, lack of targeted incentives, and neglect of grass-roots staff career management. Based on the incentive theory and the research method of combining theoretical research with empirical analysis, according to the actual situation of FJ Company, this paper puts forward the scheme of optimization design of incentive mechanism for grass-roots employees of FJ Company, including optimizing the salary structure. Strengthen the incentive of salary; establish scientific performance appraisal system; strengthen the career management of grass-roots staff. Finally, point out the guarantee conditions, steps and problems that should be paid attention to in optimizing the implementation of incentive mechanism.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.82;F272.92

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