JC公司安检员激励问题研究

发布时间：2018-07-13 15:01

【摘要】：我国民航“十二五”期间,将新建机场约70座,到“十二五”末期,中国民航机队规模将超过4500架,正处于由“民航大国”向“民航强国”转变的快速发展期。2002年民用运输机场属地化改革,实行政企分开,这给机场企业解开“缰绳”带来巨大的发展机遇。随着企业生产规模持续扩大,也带来了大量的人才需求,对人力资源管理提出不少新的挑战。怎样满足员工合理需求,有效激励员工在组织中发挥聪明才智,调动他们的热情与积极性,以保持员工队伍的稳定,是机场企业现时所面临和亟待解决的一个问题。本文针对JC公司最大的员工群体——民航安检员,结合其激励管理现状和存在的问题,运用不同激励理论及方法,分析员工在薪酬待遇、管理激励、培训激励、团队激励方面需求,从企业管理实际出发,充分讲求实践性与可行性,提出安检员激励管理体系设计完善具体措施及方法,重点解决现阶段员工队伍流动性大、队伍创新能力不足、员工积极性与主动性不强、管理能力提升困难,不能很好适应企业快速成长步伐的问题,为企业对一线员工的人力资源管理机制改革和完善提供有意义的研究结论,同时对其他机场企业安检职业人员的管理提供有价值的参考。
[Abstract]:During the 12th Five-Year Plan period, about 70 new airports will be built in China. By the end of the 12th Five-Year Plan, the size of China's civil aviation fleet will exceed 4500. It is in the period of rapid development from "big country of civil aviation" to "powerful country of civil aviation". In 2002, civil transportation airport localization reform and the separation of government and enterprise have brought great development opportunity to airport enterprises. With the continuous expansion of enterprise production scale, it also brings a large number of talent demand, and puts forward a lot of new challenges to human resource management. How to meet the reasonable needs of employees, effectively encourage employees to play their wisdom in the organization, mobilize their enthusiasm and enthusiasm, in order to maintain the stability of the workforce, is a problem that the airport enterprises are now facing and need to be solved urgently. Aiming at JC Company's largest employee group, civil aviation security inspector, combined with the current situation and existing problems of its incentive management, this paper applies different incentive theories and methods to analyze the employees' incentive in salary, management and training. In terms of team motivation, starting from the actual situation of enterprise management and fully emphasizing on practicality and feasibility, the paper puts forward some concrete measures and methods for designing and perfecting the incentive management system for safety inspectors, with emphasis on solving the problem of high staff mobility at the present stage. The innovation ability of the team is not enough, the enthusiasm and initiative of the staff is not strong, the management ability is difficult to improve, and it can not adapt well to the problem of the rapid growth of the enterprise. It provides a meaningful research conclusion for the reform and perfection of the human resource management mechanism of the front-line staff, and provides a valuable reference for the management of the security personnel of other airport enterprises at the same time.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F562.6

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