长铁多元集团中高层管理人员激励研究

发布时间：2018-05-27 20:57

本文选题：长铁多元集团 + 激励体系　；参考：《湖南大学》2012年硕士论文

【摘要】：中高层管理人员是企业关键性的人力资本,如何对他们进行有效激励关系到企业的生存和发展。我国国企在走向市场、转变观念和机制、谋求更大发展的过程中,中高层管理人员发挥着重要作用,如何激励他们是企业必须面对和研究的重要课题。本文以长铁多元集团为平台,以中高层管理人员的激励为主要研究对象,针对企业的发展阶段、中高管的需求特点,量身订做地从物质激励和非物质激励两个方面着力构建企业中高层管理人员的激励体系。综合运用相关的激励理论,借鉴其他企业的管理经验,从固定薪酬、绩效薪酬、长期薪酬三个方面设计了物质激励体系,其中的每一项分配、考核的方式均充分考虑到了铁路现行收入分配体制的实际情况,做到了既不过分突破现有的收入分配大原则,又充分运用激励理论提出了具有现代企业中高层管理人员激励特点的薪酬和绩效管理思路,具有较强的针对性和可行性；从事业激励、组织激励、文化激励三个维度构建非物质激励体系,结合了中高层管理人员的需求特点,丰富了激励的手段和层次,提升了激励效果。本文的研究成果,为长铁多元集团形成一套行之有效的中高层管理人员激励机制,最大限度地调动中高管的工作积极性,实现规范化、科学化经营提供了参考和借鉴。
[Abstract]:Middle and senior managers are the key human capital of enterprises. How to motivate them effectively is related to the survival and development of enterprises. In the process of going to the market, changing the concept and mechanism, and seeking for greater development, the middle and senior management personnel play an important role in China's state-owned enterprises. How to motivate them is an important subject that enterprises must face and study. This paper takes Changtie multiple Group as the platform and the incentive of the middle and senior management as the main research object, aiming at the characteristics of the demand of the middle and high management in the development stage of the enterprise. The incentive system of senior management in enterprises is built from material incentive and non-material incentive. Based on the relevant incentive theory and the management experience of other enterprises, this paper designs a material incentive system from three aspects: fixed salary, performance salary and long-term salary, in which each item is allocated. The examination methods have taken fully into account the actual situation of the current railway income distribution system, and have achieved neither excessive breakthrough of the existing major principles of income distribution, It also puts forward the idea of salary and performance management with the characteristics of incentive for senior managers in modern enterprises, which has strong pertinence and feasibility. The construction of non-material incentive system in the three dimensions of cultural incentive combines the characteristics of middle and senior managers' needs, enriches the means and levels of incentive, and improves the incentive effect. The research results of this paper provide a reference and reference for Changtie multiple Group to form a set of effective incentive mechanism for middle and high management staff, to mobilize the enthusiasm of middle and high management to the maximum extent, to realize standardization and scientific management.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F532.6

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