D集装箱公司岸桥司机激励的案例研究

发布时间：2018-02-28 10:38

本文关键词： 激励体系绩效管理薪酬管理职业生涯发展规划　出处：《大连理工大学》2013年硕士论文　论文类型：学位论文

【摘要】：激励是企业制度设计中的基本驱动机制,纲举才能实现目张。随着国内新兴港口的不断崛起和集装箱码头的快速发展,人才激励工作的重要性日益突显。对于现代集装箱码头而言,尤其是具有高专业技能的一线操作员工以及有丰富行业经验的管理人才的流失,一定程度上制约着码头企业的可持续性发展。为此,必须改革和创新人才管理与激励机制,以确保抢占人才竞争高地的目标达成。唯有留住专业技能和管理人才,充分调动核心人才的积极性,发挥他们的主动性和创造性,方能保持集装箱码头企业持久的竞争力和生命力。本文以发现、分析和解决问题为主旨,通过案例研究的方法,对D集装箱公司岸桥司机激励体系中存在的相关问题予以分析和研究。本文由五部分组成。第一部分,简要介绍D集装箱公司的基本情况和集装箱码头的行业特点,并就岸桥司机在集装箱码头企业中的核心地位进行分析。第二部分,通过案例描述,主要说明D集装箱公司的岸桥司机团队中出现的员工对公司整体业绩不关注、绩效与薪酬关联性不足以及职业生涯发展困惑等问题。第三部分,运用所学的管理理论,结合行业发展现状以及核心员工的需求特点,提出公司现有的激励机制存在的主要问题并加以深入分析。第四部分,结合D集装箱公司岸桥司机的实际情况,围绕“长本事、多赚钱、有发展”这条需求主线,针对岸桥司机绩效、薪酬与职业生涯发展等激励机制进行优化设计。第五部分,总结激励体系优化实施后的效果,并对全文加以总结,D集装箱公司激励机制的完善为企业管理带来了深层次、本质性的全面提升。本文所描述的岸桥司机激励机制方面存在的问题,在目前的集装箱港口企业中具有比较普遍的代表性。其研究并实际运用的具体操作方式和解决方案,对集装箱码头一线操作员工的管理提供了一定的启示和参考；对其他岗位员工实施有效激励提供了思路和方法；对现代港口行业在人才保有和激励方面有着重要的参考价值。
[Abstract]:Incentive is the basic driving mechanism in the design of enterprise system. Only in this way can we realize the goal. With the rising of new ports in China and the rapid development of container terminals, The importance of talent incentives is growing. For modern container terminals, in particular the loss of highly skilled front-line operators and experienced managers, To some extent, it restricts the sustainable development of wharf enterprises. Therefore, it is necessary to reform and innovate the talent management and incentive mechanism in order to ensure the achievement of the goal of seizing the high ground of talent competition. Only by retaining professional skills and management talents, and fully mobilizing the enthusiasm of the core talents, Give play to their initiative and creativity in order to maintain the container terminal enterprises lasting competitiveness and vitality. This paper aims at finding, analyzing and solving problems, and through the method of case study, analyzes and studies the related problems existing in the driver incentive system of the bank bridge driver of D container company. This paper is composed of five parts. This paper briefly introduces the basic situation of D container company and the characteristics of container terminal industry, and analyzes the core position of shore bridge driver in container terminal enterprise. It is mainly explained that the employees in the bank bridge driver team of D container company do not pay attention to the overall performance of the company, the correlation between performance and salary is insufficient, and the professional career development is confused and so on. The third part, using the management theory learned, Combined with the current situation of industry development and the demand characteristics of core staff, this paper puts forward the main problems existing in the existing incentive mechanism of the company and makes an in-depth analysis. Part 4th, combined with the actual situation of the drivers of the bank bridge of D container company, revolves around "long skill," Make more money, have development "the main line of demand, aiming at the driver performance of shore bridge, salary and career development and so on incentive mechanism optimization design. 5th part, summarizes the incentive system optimized implementation effect, The paper also summarizes the improvement of incentive mechanism for enterprise management. The problems existing in the incentive mechanism of shore bridge drivers described in this paper are generally representative in the container port enterprises at present. It provides some enlightenment and reference to the management of the front-line operation staff of container terminal, provides the train of thought and method for the effective incentive to the other post staff, and has important reference value to the modern port industry in the aspect of talent retention and incentive.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F552.6

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