M认证机构核心从业人员激励方法的研究

发布时间：2018-03-24 00:05

本文选题：激励　切入点：核心从业人员　出处：《苏州大学》2016年硕士论文

【摘要】：自20世纪80年代,我国加入国际标准化组织(ISO)后,我国以晚起步、高起点规范认证认可制度,由我国国家认证认可监督管理委员会(CNCA)监督管理,通过成立认证认可协会(CCAA),实现规范第三方体系认证、产品认证等认证技术服务。在全球贸易一体化、标准化、企业和客户风险意识增强、监管要求日益严格和业务、服务外包等趋势的推动下,发展态势良好。但目前我国绝大部分第三方认证市场被国际认证机构占有,很多本土认证机构都“贴牌认证”,如何把握机会、挖掘资源、发掘优势、培养人才、留住人才,提升我国认证行业、认证机构的发展空间,从而扩大竞争范围,跨越国界、走向国际,在全球垄断竞争市场中获得绝对优势,关键是留住认证机构的核心从业人员——审核员,如何运用有效的激励方法提高核心从业人员的工作热情和积极性,是目前我国大部分认证机构发展的瓶颈,也是M认证机构发展至今十余年,人力资源工作上的一个重要、棘手的问题。本文采用实证研究、个案研究加比较研究的方法,首先从激励的相关理论研究出发,参阅了大量的国内外文献,介绍了激励概念和激励相关的理论。接着分析了M认证机构目前核心从业人员的激励方法,并与非核心从业人员激励方法进行了比较,主要从岗位结构、人员薪酬、绩效考核、晋升通道、交流培训和相关福利等方面进行分析,通过调查分析机构从业人员满意度测评,找出M认证机构核心从业人员激励方法存在的问题,并结合激励理论和激励方法改善应把握的原则,提出了M认证机构核心从业人员激励方法的改善措施,目前本文提出的改善薪酬等级和拓宽晋升通道的措施已在M认证机构内实施,效果显著,由于时间限制,其他改善措施有待进一步验证,本人将继续保持对M认证机构核心从业人员激励方法的完善和探索,争取得出一份完美的核心从业人员激励方法,帮助机构从业人员提升自我价值,推动机构朝着大型认证机构的目标前进。
[Abstract]:Since the 1980s, after China joined the International Standardization Organization (ISO), our country started late, standardized the certification and recognition system from a high starting point, and was supervised and managed by the National Certification and Accreditation Supervision and Administration Committee (CNCA). Through the establishment of CCAA, we can standardize the certification technology services such as third-party system certification, product certification, etc. In the global trade integration, standardization, enterprise and customer risk awareness, regulatory requirements and business increasingly stringent, Driven by the trend of service outsourcing, the development is good. However, at present, most of the third party certification market in China is occupied by international certification organizations. Many local certification organizations "label certification." how to seize the opportunity, tap resources, and explore advantages, Train talents, retain talents, enhance the development space of the certification industry and certification organizations in our country, so as to expand the scope of competition, cross national boundaries, go to the international level, and gain absolute advantages in the global monopoly competition market. The key is to retain the core practitioners of certification organizations-auditors. How to use effective incentive methods to improve the enthusiasm and enthusiasm of core practitioners is the bottleneck of the development of most certification bodies in China. It is also more than ten years since the development of M certification body. It is an important and difficult problem in human resource work. In this paper, empirical study, case study and comparative study are adopted. Referring to a large number of literatures at home and abroad, this paper introduces the concept of incentive and the relevant theories of incentive. Then, it analyzes the incentive methods of core employees of M certification body and compares them with those of non-core employees. Mainly from the post structure, personnel compensation, performance appraisal, promotion channel, exchange training and related benefits, through the investigation and analysis of employee satisfaction evaluation, This paper finds out the problems existing in the incentive methods of the core employees of the M certification body, and puts forward the measures to improve the incentive methods of the core employees of the M certification institutions, combining with the principle that should be grasped in the improvement of the incentive theory and the incentive methods. At present, the measures proposed in this paper to improve the salary grade and widen the promotion channel have been implemented in the M certification body, and the effect is remarkable. Due to time constraints, other improvement measures need to be further verified. I will continue to maintain the M certification body core practitioners incentive methods to improve and explore, strive for a perfect core employees incentive method, to help institutions employees to enhance their self-worth, Push the agency toward the goals of large certification bodies.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F203;F272.92

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