A煤矿基层专业技术型人员自我需求及激励措施研究

发布时间：2018-06-04 14:08

本文选题：煤矿 + 基层专业技术型人员　；参考：《辽宁工程技术大学》2014年硕士论文

【摘要】：专业技术型人员是煤炭企业技术创新和转型跨越发展的推动力。为充分挖掘煤炭企业基层专业技术型人员的业务潜力,建立适宜基层专业技术型人员管理的激励措施,是当前提高煤炭企业人员整体水平主要研究方向。论文以西山煤电A煤矿基层专业技术型人员为研究对象,通过调研调查煤矿专业技术型人员发展现状,依据马斯洛需求层次理论,从生理需求、安全需求、社交需求、尊重需求以及自我实现需求五个方面,结合煤矿工作特殊性,剖析了A煤矿专业技术型人员激励方面存在的四大代表性问题：薪酬制度不合理,培训体系不健全,绩效考核缺乏激励以及激励机制缺乏差异化。对此提出了推行按知分配模式、柔性岗位聘任制度、实行等级动态考核机制、探索师徒合作制度四种措施。
[Abstract]:Professional and technical personnel are the driving force of technological innovation and transformation leapfrogging development of coal enterprises. In order to fully tap the business potential of grass-roots professional and technical personnel in coal enterprises and establish incentive measures suitable for grass-roots professional and technical personnel management, it is the main research direction to improve the overall level of personnel in coal enterprises at present. This paper takes Xishan coal mine A coal mine as the research object, through the investigation and investigation of the coal mine professional and technical personnel development status, according to Maslow demand hierarchy theory, from physiological needs, security needs, social needs. According to the particularity of coal mine work, this paper analyzes the four representative problems existing in the encouragement of professional and technical personnel in A coal mine: the salary system is unreasonable, the training system is not perfect, and the five aspects of respecting demand and self-actualizing demand are analyzed. The performance appraisal lacks the incentive and the incentive mechanism lacks the differentiation. In this paper, four measures are put forward, such as the mode of distribution by knowledge, the system of flexible post appointment, the mechanism of dynamic assessment of rank, and the exploration of cooperation system of teacher and apprentice.
【学位授予单位】：辽宁工程技术大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.21

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