GC公司项目技术人员激励机制研究
发布时间：2019-01-07 08:28
【摘要】：近年来,随着国家基础设施投入的加大,港口施工企业面临着前所未有的机遇,按照国家“十二五”规划,仅沿海港口基本建设一项,“十二五”期间拟新增万吨级以上深水泊位440个左右。面对这一千载难逢的机遇,国内各大港口施工企业都在不遗余力地为占领更多的市场份额而展开人才的争夺、资金的争取、设备的改造和船舶升级换代等。尤其是项目技术人员已逐渐成为企业竞争优势的基础,因为他们担负着企业施工工艺改造创新,科技成果转化、应用的关键作用。而项目技术人员的激励机制就成为各个公司人力资源管理的重要环节,并对公司的长远发展起着关键作用。鉴于此,本文以一个迅速成长的港口施工企业—GC公司为研究对象,以现代激励理论为指导,通过项目技术人员激励机制现状描述,指出该公司项目技术人员激励机制存在的问题,并从实际出发重新设计了项目技术人员的激励机制,旨在帮助GC公司提高项目技术人员的激励水平,激发员工的工作热情和积极性,最大限度为公司的发展做贡献。 本文共由五章组成,第一章为绪论,介绍了选题的研究背景和意义、研究内容等；第二章介绍了GC公司和项目技术人员的特点,描述了GC公司项目技术人员激励机制的现状,分析了其存在的问题；第三章为本文的核心内容,着重介绍了GC公司项目技术人员激励机制的设计方案,为GC公司设计了一套切实可行的项目技术人员内在激励机制和外在激励机制；第四章论述了GC公司项目技术人员激励机制的运行条件和实施保障措施；最后阐述了项目技术人员激励机制设计中获得的启示和本文存在的不足等。
[Abstract]:In recent years, with the increase of national infrastructure investment, port construction enterprises are faced with unprecedented opportunities. According to the "12th Five-Year Plan" of the country, only coastal port infrastructure projects, During the 12 th five-year Plan period, about 440 new deep water berths will be added. Faced with this once-in-a-lifetime opportunity, the major domestic port construction enterprises are sparing no effort to compete for talents, fight for funds, transform equipment and upgrade ships in order to occupy more market share. In particular, project technicians have gradually become the basis of the competitive advantage of enterprises, because they bear the key role of innovation of construction technology transformation, transformation of scientific and technological achievements, and application of enterprises. The incentive mechanism of project technicians has become an important link of human resource management in each company and plays a key role in the long-term development of the company. In view of this, this paper takes GC Company, a rapidly growing port construction enterprise, as the object of study, taking the modern incentive theory as the guide, and describes the current situation of incentive mechanism for project technicians. This paper points out the problems existing in the incentive mechanism of project technicians in the company, and redesigns the incentive mechanism for project technicians from the practical point of view, in order to help GC to improve the incentive level of project technicians. Stimulate the enthusiasm and enthusiasm of the staff, maximize the development of the company to make contributions. This paper consists of five chapters, the first chapter is an introduction, introduced the research background and significance of the topic, research content and so on; The second chapter introduces the characteristics of GC company and project technicians, describes the current situation of the incentive mechanism of project technicians in GC company, and analyzes the existing problems. The third chapter is the core content of this paper, focusing on the introduction of the GC company project technician incentive mechanism design scheme, for GC company to design a set of practical project technicians internal incentive mechanism and external incentive mechanism; The fourth chapter discusses the operating conditions and implementing measures of the incentive mechanism for the project technicians of GC Company, and finally expounds the inspiration obtained in the design of the incentive mechanism of the project technicians and the shortcomings of this paper.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F552;F426.92
本文编号：2403447
[Abstract]:In recent years, with the increase of national infrastructure investment, port construction enterprises are faced with unprecedented opportunities. According to the "12th Five-Year Plan" of the country, only coastal port infrastructure projects, During the 12 th five-year Plan period, about 440 new deep water berths will be added. Faced with this once-in-a-lifetime opportunity, the major domestic port construction enterprises are sparing no effort to compete for talents, fight for funds, transform equipment and upgrade ships in order to occupy more market share. In particular, project technicians have gradually become the basis of the competitive advantage of enterprises, because they bear the key role of innovation of construction technology transformation, transformation of scientific and technological achievements, and application of enterprises. The incentive mechanism of project technicians has become an important link of human resource management in each company and plays a key role in the long-term development of the company. In view of this, this paper takes GC Company, a rapidly growing port construction enterprise, as the object of study, taking the modern incentive theory as the guide, and describes the current situation of incentive mechanism for project technicians. This paper points out the problems existing in the incentive mechanism of project technicians in the company, and redesigns the incentive mechanism for project technicians from the practical point of view, in order to help GC to improve the incentive level of project technicians. Stimulate the enthusiasm and enthusiasm of the staff, maximize the development of the company to make contributions. This paper consists of five chapters, the first chapter is an introduction, introduced the research background and significance of the topic, research content and so on; The second chapter introduces the characteristics of GC company and project technicians, describes the current situation of the incentive mechanism of project technicians in GC company, and analyzes the existing problems. The third chapter is the core content of this paper, focusing on the introduction of the GC company project technician incentive mechanism design scheme, for GC company to design a set of practical project technicians internal incentive mechanism and external incentive mechanism; The fourth chapter discusses the operating conditions and implementing measures of the incentive mechanism for the project technicians of GC Company, and finally expounds the inspiration obtained in the design of the incentive mechanism of the project technicians and the shortcomings of this paper.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F552;F426.92
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