LB公司知识型员工激励研究

发布时间：2018-03-14 13:22

本文选题：知识型员工　切入点：需求特征　出处：《南京师范大学》2015年硕士论文　论文类型：学位论文

【摘要】：随着互联网技术运用的日益广泛,移动智能终端已经得到了前所未有的普及,李克强总理提出“大众创业,万众创新”的“互联网+”的理念,促使互联网创业进入了一个全新的时代,互联网公司的数量和规模都出现了爆发式增长。LB(公司名字首字母)公司是典型的互联网企业,具备了一线互联网公司的所有典型特点：如员工队伍学历高、年龄层次年轻化、公司运作重运营轻资产等,这些知识型员工掌握着知识资本,具有较强的自主意识、流动意愿和强烈自我实现愿望,同时由于他们主要从事具有创新性的智力劳动,工作效果更多的取决于其工作动机,工作过程难以监督,工作结果也很难量化,我作为公司的主要管理人员,经历了公司从创业到快速发展到员工队伍成熟的各个阶段,在公司的不同阶段,对于知识型员工的管理,一直试图通过激励的情景分析,来探索出适合互联网企业知识型员工的激励模式。本文试图通过对现有的激励理论体系进行回顾、归纳,结合知识型员工的特质,构建出适合知识型员工的激励模式。并结合LB公司知识型员工结构、组织现状、流失状况以及激励体系存在的问题,提出本公司对知识型员工的激励方案即1+3激励模型,以企业文化为引领,以薪酬福利、工作氛围、个人成长为支撑。通过本文研究,也希望为国内相关互联网企业实现对知识型员工的有效激励提供一制可可供借鉴的思路和方法。因此对LB公司激励模式的研究既有其理论价值,在进行本企业化改造之后也有其可推广性。
[Abstract]:With the increasingly widespread use of Internet technology, mobile intelligent terminals have gained unprecedented popularity. Premier Li Keqiang put forward the "Internet" concept of "mass entrepreneurship and innovation". The Internet has entered a new era in which the number and size of Internet companies have exploded. LB is a typical Internet company. With all the typical characteristics of first-line Internet companies, such as the high educational background of the staff, the younger age of the company, the company's operation and the importance of operating rather than assets, these knowledge workers have a knowledge capital, have a strong sense of autonomy, Mobility and a strong desire for self-fulfilment, and because they are mainly engaged in innovative intellectual labour, the effectiveness of their work depends more on their motivation, the process is difficult to monitor and the results are difficult to quantify. As the main manager of the company, I have experienced every stage of the company from starting a business to developing rapidly to the maturity of the staff. At different stages of the company, I have been trying to analyze the situation of motivation for the management of knowledge workers. This paper attempts to review and summarize the existing incentive theory system and combine the characteristics of knowledge workers. Based on the structure, organizational status, loss and problems of incentive system of knowledge workers in LB Company, this paper puts forward the incentive scheme of our company for knowledge workers, that is, 13 incentive model, which is suitable for knowledge workers. Guided by corporate culture, supported by salary and welfare, working atmosphere and personal growth. It also hopes to provide some ideas and methods for domestic Internet enterprises to provide effective incentives for knowledge-based employees. Therefore, the study of LB incentive model has its theoretical value. After carrying out this enterprise transformation, it also has its extensibility.
【学位授予单位】：南京师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F724.6

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