GSD公司中层管理者激励方案优化研究

发布时间：2018-06-05 20:45

本文选题：中层管理者 + 激励　；参考：《湘潭大学》2014年硕士论文

【摘要】：在知识经济时代，企业之间竞争的本质表现为对高素质人才的争夺，如何在激烈的市场竞争中吸引、保留并最大程度激发员工工作的积极性成为管理者不得不思考的难题。所谓的中层管理者往往是指企业总部的部门负责人或各业务单元的负责人，在企业中，中层管理者往往是决策层与操作层之间的纽带，是企业战略的执行者及战术决策的制定者，同时也是企业人力资源的整合者，这部分群体潜能发挥及稳定的程度将会直接影响到企业的稳定运营与持续发展，因此对这部分员工群体激励问题的研究具有重要的理论和现实意义。文章以GSD公司为具体研究对象，在对国内外激励理论与中层管理者管理理论进行研究的基础上，明确了中层管理者的定义与特点，并对中层管理者的作用及需求特点进行了分析。在此基础上，介绍了GSD公司中层管理者的基本情况，，对公司与员工福利、工作年限和工作业绩相关的激励措施进行了分析，并通过满意度问卷调查的方式指出该公司在中层管理者激励方面存在的问题，进而提出应结合需要层次理论对现有激励方案进行优化设计。设计的主要思路为通过构建有竞争性的薪酬体系、完善中层管理者福利制度和制定中层管理者持股计划来满足中层管理者生理及安全需求，通过情感激励、荣誉激励和文化激励来满足中层管理者在情感和归属方面的需求，通过参与激励、授权激励和签订无固定期限合同来满足中层管理者渴望获得尊重的需求，通过有针对性的培训、构建中层管理者晋升通道以及开展职业生涯规划来满足中层管理者自我实现方面的需求。为确保优化方案得到顺利实施，GSD公司还需要注重激励方案的宣传推广，优化现有的绩效考核体系，加强激励方案实施的跟踪与反馈，与此同时，管理者也要为激励方案的顺利实施提供人员、资金、制度及文化方面的保障。
[Abstract]:In the era of knowledge economy, the essence of competition among enterprises is the competition for high-quality talents. How to attract, retain and excite the enthusiasm of employees to the greatest extent in the fierce market competition has become a difficult problem that managers have to think about. The so-called middle managers often refer to the heads of departments or business units of the headquarters of an enterprise. In an enterprise, middle managers are often the link between the decision-making level and the operation layer. It is the executor of enterprise strategy and the maker of tactical decision, and also the integrator of enterprise human resources. The degree of exertion and stability of this part of the group potential will directly affect the stable operation and sustainable development of the enterprise. Therefore, it has important theoretical and practical significance to study the incentive problem of this part of staff group. This paper takes GSD Company as the specific research object, on the basis of the research on the incentive theory and the management theory of the middle managers at home and abroad, defines the definition and characteristics of the middle managers. At the same time, the function and demand characteristics of middle managers are analyzed. On this basis, the basic situation of middle managers in GSD company is introduced, and the incentive measures related to employee welfare, working life and work performance are analyzed. Through the questionnaire survey of satisfaction, the paper points out the problems existing in the incentive of middle managers, and then puts forward that the existing incentive schemes should be optimized and designed in combination with the theory of hierarchy of needs. The main idea of the design is to meet the physiological and safety needs of middle managers by building a competitive compensation system, perfecting the welfare system of middle managers and formulating a plan for holding shares by middle managers. Honor incentives and cultural incentives to meet the emotional and ownership needs of middle managers, through participation incentives, empowerment incentives and the signing of indefinite contracts to meet the middle managers desire to be respected, In order to meet the self-actualization needs of middle managers, we should build a career path and career planning through targeted training. In order to ensure the successful implementation of the optimized scheme, GSD also needs to pay attention to the promotion of the incentive scheme, optimize the existing performance appraisal system, and strengthen the tracking and feedback of the implementation of the incentive program, at the same time, Managers also provide personnel, funding, institutional and cultural guarantees for the smooth implementation of incentive programs.
【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】：F272.92;F426.6

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