EF水务公司知识型员工激励机制研究
发布时间：2018-07-20 17:37
【摘要】：水是生命之源,是维系生命与健康的基本需求。水资源短缺和水污染严重是我国水资源面临的两大问题。为了缓解严峻的水形势,应当做到节水优先、治污为本。除了通过积极开发节水工业、农业技术,提高水资源利用率,创建节水型社会以外,应当转变污水治理的观念,从末端治理转向源头控制和全过程控制。我国污水污水处理在近二十年间取得了迅速的发展,但仍与发达国家有较大差距,处理技术落后、资金短缺、管理水平低是造成我国污水处理能力增长缓慢的主要原因。技术可以引进、资金可以筹集,但是从业人员才是企业中不可替代的资源。随着经济的发展,水务行业企业间的竞争越来越激烈,人力资源以其不可模仿性成为了企业最重要的竞争力来源,决定了组织的生存、发展和进步。激励是人力资源管理的核心内容之一,有效的员工激励机制是保持企业核心竞争力、提高组织整体效率的关键。目前行业中的水务公司中有这样一种现象,即大型国有企业利用政治优势吸引人才,外资企业利用高薪吸引人才,在数量上都能保证企业的需求,但是员工绩效却不能保证。因此引进人才只是第一步,如何留住人才并使其发挥最大的能动性才是人力资源从业者最应当思考的问题。本文以EF水务公司知识型员工为研究对象,通过调查问卷、访谈等形式深入了解目前该公司激励机制的现状和问题所在,分析问题存在的原因,以激励理论为指导,提出适合于EF水务公司实际的物质与非物质激励相结合的激励机制优化设计方案,以期通过激励机制的改进,激发知识型员工的创造力和工作积极性,从而提高组织整体效率,满足公司战略发展规划的要求。
[Abstract]:Water is the source of life and the basic need to sustain life and health. Shortage of water resources and serious water pollution are two major problems faced by water resources in China. In order to alleviate the severe water situation, water-saving priority should be achieved, pollution-based. In addition to actively developing water-saving industry, agricultural technology, improving the utilization rate of water resources and creating water-saving society, the concept of sewage treatment should be changed from the end treatment to the source control and the whole process control. Sewage treatment in China has made rapid development in recent 20 years, but there is still a big gap with the developed countries. The main reasons for the slow growth of sewage treatment capacity in China are the backward treatment technology, the shortage of funds and the low level of management. Technology can be introduced, funds can be raised, but employees are irreplaceable resources in the enterprise. With the development of economy, the competition among enterprises in water industry is becoming more and more fierce. Human resource has become the most important source of competitiveness for the enterprise because of its immutability, which determines the survival, development and progress of the organization. Incentive is one of the core contents of human resource management. Effective employee incentive mechanism is the key to maintain the core competitiveness of enterprises and improve the overall efficiency of the organization. At present, there is such a phenomenon in water companies in the industry that large state-owned enterprises use political advantages to attract talents, and foreign-funded enterprises attract talents with high salary, which can ensure the demand of enterprises in quantity, but the performance of employees cannot be guaranteed. Therefore, the introduction of talents is only the first step, how to retain talents and give full play to their initiative is the most important issue for human resource practitioners to think about. In this paper, EF water company knowledge workers as the research object, through questionnaire, interviews and other forms of in-depth understanding of the current situation and problems of the company's incentive mechanism, analysis of the reasons for the problem, guided by incentive theory. In order to stimulate the creativity and work enthusiasm of knowledge workers through the improvement of incentive mechanism, this paper puts forward the optimal design scheme of incentive mechanism which is suitable for EF Water Company to combine material and non-material incentives, so as to improve the overall efficiency of the organization. Meet the company's strategic development planning requirements.
【学位授予单位】：对外经济贸易大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F299.24
本文编号：2134253
[Abstract]:Water is the source of life and the basic need to sustain life and health. Shortage of water resources and serious water pollution are two major problems faced by water resources in China. In order to alleviate the severe water situation, water-saving priority should be achieved, pollution-based. In addition to actively developing water-saving industry, agricultural technology, improving the utilization rate of water resources and creating water-saving society, the concept of sewage treatment should be changed from the end treatment to the source control and the whole process control. Sewage treatment in China has made rapid development in recent 20 years, but there is still a big gap with the developed countries. The main reasons for the slow growth of sewage treatment capacity in China are the backward treatment technology, the shortage of funds and the low level of management. Technology can be introduced, funds can be raised, but employees are irreplaceable resources in the enterprise. With the development of economy, the competition among enterprises in water industry is becoming more and more fierce. Human resource has become the most important source of competitiveness for the enterprise because of its immutability, which determines the survival, development and progress of the organization. Incentive is one of the core contents of human resource management. Effective employee incentive mechanism is the key to maintain the core competitiveness of enterprises and improve the overall efficiency of the organization. At present, there is such a phenomenon in water companies in the industry that large state-owned enterprises use political advantages to attract talents, and foreign-funded enterprises attract talents with high salary, which can ensure the demand of enterprises in quantity, but the performance of employees cannot be guaranteed. Therefore, the introduction of talents is only the first step, how to retain talents and give full play to their initiative is the most important issue for human resource practitioners to think about. In this paper, EF water company knowledge workers as the research object, through questionnaire, interviews and other forms of in-depth understanding of the current situation and problems of the company's incentive mechanism, analysis of the reasons for the problem, guided by incentive theory. In order to stimulate the creativity and work enthusiasm of knowledge workers through the improvement of incentive mechanism, this paper puts forward the optimal design scheme of incentive mechanism which is suitable for EF Water Company to combine material and non-material incentives, so as to improve the overall efficiency of the organization. Meet the company's strategic development planning requirements.
【学位授予单位】：对外经济贸易大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F299.24
【参考文献】
相关期刊论文 前1条
1 杨春华;中外知识型员工激励因素比较分析[J];科技进步与对策;2004年06期
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