A工程咨询公司知识型员工激励问题研究

发布时间：2018-05-02 03:58

本文选题：工程咨询 + 知识型员工　；参考：《华南理工大学》2015年硕士论文

【摘要】：我国的工程咨询行业大约30多年的发展历史,20世纪80年代初,我国成立了中国国际工程咨询公司,随后,其他工程咨询公司如雨后春笋般纷纷成立。经过30余年的发展,我国工程咨询行业取得的进步不可小觑,但与国际水平相比,我国工程咨询行业还处于初级发展阶段。工程咨询行业知识密集、人才密集,人才是企业最重要的资源,是企业赖以生存和发展的基础。知识型员工大都追求工作自主、有个性、并且富于创新精神和挑战精神,他们在追求物质待遇的同时,往往也追求工作本身带来的满足感。目前,如何最大限度的调动知识型员工的工作积极性和主动性以及如何降低知识型员工的离职率是工程咨询企业的管理者感到十分头痛的问题,也是本文要探讨的主要问题。文章首先阐述研究意义、研究目标、知识型员工的定义和特点、激励理论与激励因素、研究思路与方法;然后描述了我国工程咨询企业的发展历史、发展现状以及发展前景。再通过资料研究、问卷调查和访谈了解A工程咨询公司的规章制度、企业文化、绩效管理、薪酬管理、培训发展等激励机制的实施现状,以及了解A公司知识型员工关注的激励因素。最后在学习了国内外知识型员工有效激励先进经验后,运用系统分析法,提出A公司知识型员工激励方案改进要建立在以员工绩效为导向的薪酬激励、以关注员工职业发展的成长激励以及以人本文化为核心的幸福感激励基础之上。要在重视薪酬激励的基础上,重点关注个体成长、工作自主、工作成就以及平衡的工作和生活等的非物质性激励因素;强调个体激励和团队激励的有机结合以及短期激励和长期激励的有机结合。期望本文给工程咨询企业的管理者激励知识型员工提供一定的借鉴意义。
[Abstract]:The engineering consulting industry of our country has been developing for more than 30 years. In the early 1980s, China established the China International Engineering Consulting Company, and then, other engineering consulting companies sprang up one after another. After more than 30 years' development, the progress of engineering consulting industry in our country can not be underestimated, but compared with the international level, the engineering consulting industry of our country is still in the primary stage of development. Engineering consulting industry is knowledge-intensive, talent intensive, talent is the most important resources of enterprises, is the basis of survival and development of enterprises. Knowledge workers mostly pursue work autonomy, personality, and full of innovative spirit and challenge spirit, they often pursue the material treatment, but also the job itself to bring satisfaction. At present, how to maximize the mobilization of the enthusiasm and initiative of knowledge workers and how to reduce the turnover rate of knowledge workers is a very headache for managers of engineering consulting enterprises, and is also the main problem to be discussed in this paper. This paper first describes the research significance, research objectives, definition and characteristics of knowledge workers, incentive theory and incentive factors, research ideas and methods, and then describes the development history, development status and development prospects of engineering consulting enterprises in China. Then through the research of materials, questionnaire and interview to understand the current situation of the actualization of the incentive mechanism of A engineering consulting company, such as rules and regulations, corporate culture, performance management, salary management, training development, etc. And to understand the A company knowledge workers concerned about the incentive factors. Finally, after studying the advanced experience of effective incentive for knowledge workers at home and abroad, the paper puts forward that the incentive scheme of knowledge workers in company A should be based on the performance oriented salary incentive by using the system analysis method. On the basis of focusing on the growth motivation of employees' career development and the happiness incentive with the core of human culture. We should pay more attention to the immaterial incentive factors such as individual growth, job autonomy, work achievement and balanced work and life on the basis of pay incentive. Emphasis is placed on the organic combination of individual motivation and team motivation as well as the organic combination of short-term and long-term incentives. It is expected that this paper will provide some reference for managers of engineering consulting enterprises to encourage knowledge workers.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F282

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