SF公司新生代员工激励方案优化设计
发布时间：2018-08-23 10:16
【摘要】：新生代群体出生在我国社会经济体制的转型时期,是改革开放以来成长起来的一批人。由于时代的变迁与环境改变,使得他们拥有与以往员工不同的一些特质,比较独立自我、敏感脆弱、创新能力强等,同时,在工作中具有成就动机强烈、不喜欢循规蹈矩、淡漠权威、离职率高等特点。SF公司是相对传统的国有企业,管理还延续之前传统的方法,很多与新生代的性格格格不入,使得他们出现工作积极性不高、备受挫折甚至感到前途渺茫。因此,公司需要结合新生代特点,进行有效的激励措施。本文首先对研究新生代员工的背景、意义做了阐述,结合国内外研究,对新生代这一概念做出定义,通过文献的梳理,.发现新生代是一群独立性强、拥有多重价值观念、喜欢挑战性、学习能力强、成就动机强烈的群体,他们对工作有自己的看法,认为工作的意义不仅仅在于获得经济收入,更希望在工作中发挥自己的特长,实现价值。同时对激励的定义与研究进行梳理,对文中激励方案设计提供理论基础。然后以SF公司为例,首先对公司的现状及新生代员工现状进行阐述,通过问卷调查与访谈的方法了解新生代员工激励措施中存在的问题。针对这些问题,结合理论与实践,提出了针对公司新生代员工的激励措施。分别从薪酬体系、福利保障、培训、职业规划四个大的方面分析激励措施存在的不足。薪酬方面设置合理的工资体系、以岗定薪及以能定薪的原则。福利保障方面提供具有激励的福利形式,推出有特色的食堂制度,为员工提供住宿条件,在办公环境中整理出休闲区域,推出多样化的员工活动及节日福利。培训方面提供丰富的学习资源与多样化的培训方式,在培训中采用灵活多样的方式,增加学习、进修的机会,不定期组织员工到优秀企业参观、交流学习,注重员工心理方面的培训。建立内部职业生涯咨询制度,确保员工的职业发展。并建立上下级融洽、民主、和谐的关系通道,给与一定范围的工作授权,创造一个宽松的环境工作,对新生代员工充分的尊重、信任、关怀,增强员工的归属感。
[Abstract]:The Cenozoic group was born in the transition period of our country's social economic system and has grown up since the reform and opening up. Because of the change of times and environment, they have some characteristics different from the former employees, they are more independent, sensitive and fragile, and have strong creative ability. At the same time, they have strong motivation of achievement in their work and do not like to follow the rules. SF Company is a relatively traditional state-owned enterprise, and its management still extends to the traditional methods before, many of which are incompatible with the character of the new generation, which makes them less motivated to work. Suffer setbacks and even feel that the future is slim. Therefore, the company needs to combine the characteristics of the new generation, effective incentives. In this paper, the background and significance of the study of the new generation of employees are first expounded, combined with the domestic and foreign research, the concept of the new generation is defined, through the literature combing. It is found that the new generation is a group of people who are independent, have many values, like challenges, have strong learning ability, and have strong motivation for achievement. They have their own views on work, and think that the significance of work is not just to earn an income. More hope in the work to play their own strengths, to achieve value. At the same time, the definition and research of incentive are combed to provide the theoretical basis for the design of incentive scheme. Then taking SF Company as an example, the paper first expounds the current situation of the company and the new generation of employees, and through the method of questionnaire survey and interview to understand the problems existing in the incentive measures of the new generation of employees. In view of these problems, combined with theory and practice, this paper puts forward incentive measures for the new generation of employees. The disadvantages of incentive measures are analyzed from four aspects: salary system, welfare guarantee, training and career planning. Set up a reasonable salary system in terms of the principle of fixed salary in post and in accordance with the principle of being able to fix salary. Welfare security provides incentive welfare form, introduces the characteristic canteen system, provides accommodation conditions for employees, arranges leisure areas in the office environment, and introduces a variety of employee activities and holiday benefits. In terms of training, it provides abundant learning resources and diversified training methods, adopts flexible and diverse methods in training, increases the opportunities for learning and learning, organizes staff to visit excellent enterprises and exchanges and studies with them on a regular basis. Pay attention to staff psychological training. Establish internal career counseling system to ensure the career development of employees. And establish harmonious, democratic, harmonious relationship channel, give a certain range of work authorization, create a relaxed environment work, to the new generation of employees full respect, trust, care, enhance the sense of belonging of the staff.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.39
本文编号：2198753
[Abstract]:The Cenozoic group was born in the transition period of our country's social economic system and has grown up since the reform and opening up. Because of the change of times and environment, they have some characteristics different from the former employees, they are more independent, sensitive and fragile, and have strong creative ability. At the same time, they have strong motivation of achievement in their work and do not like to follow the rules. SF Company is a relatively traditional state-owned enterprise, and its management still extends to the traditional methods before, many of which are incompatible with the character of the new generation, which makes them less motivated to work. Suffer setbacks and even feel that the future is slim. Therefore, the company needs to combine the characteristics of the new generation, effective incentives. In this paper, the background and significance of the study of the new generation of employees are first expounded, combined with the domestic and foreign research, the concept of the new generation is defined, through the literature combing. It is found that the new generation is a group of people who are independent, have many values, like challenges, have strong learning ability, and have strong motivation for achievement. They have their own views on work, and think that the significance of work is not just to earn an income. More hope in the work to play their own strengths, to achieve value. At the same time, the definition and research of incentive are combed to provide the theoretical basis for the design of incentive scheme. Then taking SF Company as an example, the paper first expounds the current situation of the company and the new generation of employees, and through the method of questionnaire survey and interview to understand the problems existing in the incentive measures of the new generation of employees. In view of these problems, combined with theory and practice, this paper puts forward incentive measures for the new generation of employees. The disadvantages of incentive measures are analyzed from four aspects: salary system, welfare guarantee, training and career planning. Set up a reasonable salary system in terms of the principle of fixed salary in post and in accordance with the principle of being able to fix salary. Welfare security provides incentive welfare form, introduces the characteristic canteen system, provides accommodation conditions for employees, arranges leisure areas in the office environment, and introduces a variety of employee activities and holiday benefits. In terms of training, it provides abundant learning resources and diversified training methods, adopts flexible and diverse methods in training, increases the opportunities for learning and learning, organizes staff to visit excellent enterprises and exchanges and studies with them on a regular basis. Pay attention to staff psychological training. Establish internal career counseling system to ensure the career development of employees. And establish harmonious, democratic, harmonious relationship channel, give a certain range of work authorization, create a relaxed environment work, to the new generation of employees full respect, trust, care, enhance the sense of belonging of the staff.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.39
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