CK公司新生代员工激励问题及对策研究

发布时间：2018-01-24 16:10

本文关键词： CK公司新生代员工激励问题　出处：《广西大学》2017年硕士论文　论文类型：学位论文

【摘要】：新生代员工已经成为企业发展的中坚力量,在企业保持竞争力、实现可持续发展过程中发挥着重要作用,所以如何有效地激励这部分员工,让其在各自岗位上发挥自己的才能,从而为公司的发展做出贡献,是企业提高自身竞争力的关键。本文研究对象CK公司的新生代员工也普遍存在着这一群体的特征,即以自我为中心,不愿意承担责任,过于高估自己的能力,离职率高,对现有激励策略不敏感等。故此,更好地理解新生代员工的价值主张,建立更能满足他们需求的激励管理模式,越来越受到现代企业管理的重视。文章基于激励的相关理论,以CK公司新生代员工为研究对象,介绍了目前CK公司的基本情况以及新生代员工的构成,通过问卷调查和访谈两种方式,对CK公司新生代员工的激励现状进行调查,系统分析了 CK新生代员工激励存在的问题,具体发现问题包括以下:薪酬方式单一,结构不合理;福利项目单一,吸引力不够;企业文化激励不够,各层级间沟通方式单一;缺乏有效的绩效管理激励与沟通方式;培训发展与职业发展通路单一,无法有效激励新生代员工;缺乏有效的导师激励制度等,并就上述问题提出如下对策:在物质激励方面建立多项薪酬考核机制以及“点单式”福利激励;在精神激励方面,建立恰当的组织文化激励机制,构建参与型沟通机制,改进绩效管理,建立多岗位多层级的培训体系及职业发展通路设计,导师制激励等,通过这些措施,改善目前CK公司的激励现状,从而提高新生代员工的工作积极性,从而提升公司的整体竞争力。
[Abstract]:The new generation of employees has become the backbone of the development of enterprises, in the process of maintaining competitiveness and achieving sustainable development plays an important role, so how to effectively motivate this part of the staff. Let them in their respective positions to play their own talents, thereby contributing to the development of the company. This paper studies the new generation of employees of CK company also has the characteristics of this group, that is, self-centered, unwilling to assume responsibility, overestimating their own ability. High turnover rate, not sensitive to the existing incentive strategy. Therefore, a better understanding of the value of the new generation of employees to establish a more able to meet their needs of incentive management model. More and more attention has been paid to modern enterprise management. Based on the theory of incentive, this paper introduces the basic situation of CK company and the composition of the new generation of employees, taking the new generation of employees of CK company as the research object. By means of questionnaire and interview, this paper investigates the incentive status of the new generation of employees in CK Company, and systematically analyzes the problems existing in the incentive of the new generation of employees of CK. The specific problems include the following: the salary method is single and the structure is unreasonable; The welfare item is single, the attraction is not enough; The motivation of enterprise culture is not enough, and the communication mode between different levels is single; Lack of effective performance management incentives and communication; Training development and career development path is single, can not effectively motivate the new generation of employees; Lack of effective mentor incentive system, and put forward the following countermeasures to the above problems: the establishment of a number of pay assessment mechanism in the material incentive and "point-single-type" welfare incentive; In the aspect of spiritual motivation, we should establish appropriate organizational culture incentive mechanism, construct participatory communication mechanism, improve performance management, establish multi-post and multi-level training system and career development path design, mentor incentive and so on. Through these measures, we can improve the current incentive situation of CK Company, so as to improve the working enthusiasm of the new generation of employees and enhance the overall competitiveness of the company.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.82

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