盛隆商贸城核心员工激励机制优化设计

发布时间：2018-02-09 08:07

本文关键词： 盛隆商贸城核心员工激励机制优化设计　出处：《河南工业大学》2015年硕士论文　论文类型：学位论文

【摘要】：自78年至今,改革开放已有三十余年,随着改革的持续深入,做为我国国民经济重要组成部分的中小企业也得到了迅速发展,为整个中国的经济发展注入了鲜活的力量。但是,随着全球经济一体化的逐步推进,经营和管理的规范化不断增速,中小企业面临的竞争不断加剧和升级,企业之间的竞争在人才方面竞争也是越来越激烈,特别是核心员工的竞争。他们是企业人力资源中最关键、最重要的组成部分,是创造企业价值的主要要素,也是企业生产经营不断发展的动力所在。经济学家帕累托的2/8理论认为,组织中的重要因素只占少数,非重要因素则居多数,借鉴这一原理,企业经营效益很大程度取决于这20%的人员,即企业的核心员工。而对于核心员工主观能动性的激励与管理,则成为企业管理工作的重中之重。提高员工特别是核心员工的满意度、有效激励和约束他们的行为,已成为企业管理的重点。本文以盛隆商贸城核心员工激励机制为研究课题,希望通过这一研究,能够对企业核心员工激励机制的优化提供有益的探索。本文在撰写时遵循提出问题、分析问题和解决问题的思路,首先对激励的基本理论进行了回顾,指出激励理论对企业建立有效激励方案的启示;其次对核心员工的概念、特征及分类进行了描述和界定,对现有关于核心员工的研究成果及应用进行了总结,继而对盛开隆商贸城的核心员工进行了界定,接着通过多种方法对核心员工的激励现状进行分析,提出了现行核心员工激励方案中存在的问题,最后综合运用各种激励理论,从物质激励和工作激励方面设计出了盛隆商贸城核心员工激励机制优化方案。本文采用理论与实证分析相结合的方法进行研究,提出了解决问题的基本框架,探索出符合商贸流通业核心员工的激励策略。通过盛隆商贸城核心员工激励机制的探索,积累了激励机制运行及管理经验,对其他商贸流通企业具有借鉴意义,也为为全员和盛隆公司其他项激励机制的设计、优化和管理提供了理论及实践基础。
[Abstract]:Since 1978, it has been more than 30 years since the reform and opening up. With the continuous deepening of the reform, the small and medium-sized enterprises, as an important part of our national economy, have also been developing rapidly, which has injected fresh strength into the economic development of the whole country. With the gradual advancement of global economic integration, the standardized growth of management and management, the competition faced by small and medium-sized enterprises is intensifying and upgrading, and the competition among enterprises is becoming more and more fierce in terms of talents. Especially the competition of the core staff. They are the most critical and important component of the enterprise's human resources, and the main elements of creating the enterprise's value. It is also the driving force of the continuous development of enterprise production and operation. The economist Pareto's 2/8 theory holds that the important factors in the organization are only a few, while the non-important factors are in the majority. To a large extent, the operating efficiency of an enterprise depends on the 20% people, that is, the core staff of the enterprise, and the incentive and management of the core staff's subjective initiative, To improve the satisfaction of employees, especially the core staff, and to effectively motivate and restrain their behavior has become the focus of enterprise management. This paper takes the incentive mechanism of the core staff in Shenglong Trade City as the research topic. It is hoped that this study can provide a useful exploration for the optimization of the incentive mechanism of the core staff of the enterprise. This paper follows the ideas of asking questions, analyzing problems and solving problems when writing. Firstly, the basic theory of incentive is reviewed. The paper points out the inspiration of incentive theory to the establishment of effective incentive scheme for enterprises, secondly describes and defines the concept, characteristics and classification of core staff, summarizes the existing research results and applications of core staff. Then it defines the core staff of Shengghuilong Trade City, then analyzes the incentive status quo of the core staff through a variety of methods, puts forward the existing problems in the current incentive scheme of core staff, and finally comprehensively applies various incentive theories. From the aspect of material incentive and job incentive, this paper designs the optimization scheme of incentive mechanism for the core staff of Shenglong Trade City. This paper uses the method of combining theory and empirical analysis to study, and puts forward the basic framework to solve the problem. Through the exploration of the incentive mechanism of the core staff in Shenglong Trade City, we have accumulated experience in the operation and management of the incentive mechanism, which can be used as a reference for other trade and circulation enterprises. It also provides a theoretical and practical basis for the design, optimization and management of incentive mechanism for the whole staff and Shenglong Company.
【学位授予单位】：河南工业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F721

【相似文献】