SA公司女性员工职场激励优化方案设计

发布时间：2018-03-29 00:13

本文选题：人才　切入点：女性员工　出处：《西南交通大学》2016年硕士论文

【摘要】：由于女性在现代社会中的地位日渐提高,女性人才的重要性也在各个企业中有所体现,特别在外资企业,高知女性占有一定比例。合理的人力资源开发和管理就要求企业内部在人才的年纪,专业,特长等要进行适当安排；在男女性别上,应当注重性别平等以及相互之间的合作形式。男女两性之间由于生理和心理的差异,形成的优势互补也有利于人力资源结构的完善。而且目前在华外资企业中,主要是以男性为主导,男性员工在业务部门居多,女性员工大部分处于后勤岗位,是企业的基础部门。对这部分女性员工的职场激励,具有一定的典型性和代表性。本文首先对SA公司职工内的女性分布现状进行对比分析,梳理现状,通过问卷调查的方式,找寻目前SA公司女性员工职场激励不足的原因和欠缺的地方,主要有绩效考核设置不完善,培训激励不足,女性职业上升通道狭窄,女性管理层较少,企业对女性员工关注度不高等问题。探讨了这些问题背后的原因后,在这基础上做进一步改善,设计出针对目前阶段的激励机制的优化方案。同时也提出了保障这些的方案落实的措施。鼓励企业管理者能够“以人为本”,改变目前针对女性员工职场激励的不足,完善激励体系,打造企业成熟的人才管理战略。从宏观而言,就是通过分析该公司所形成的工作氛围和固有三观,在结合公司内部具体的政策机制来推行更具有人性化的激励机制。具体来说,需要公司在原有的激励机制上进行优化改善；并且能做到增进对女性职工的交流和关爱,从而来激发女性在职场中的积极性,进一步改进领导群体和职工群体之间的关系,并使人力资源利用和企业管理都能发挥最好的作用。
[Abstract]:Because of the increasing status of women in modern society, the importance of female talents is also reflected in various enterprises, especially in foreign-funded enterprises. The rational development and management of human resources requires proper arrangement of the age, specialty and specialty of talents within the enterprise; in terms of the gender of men, women, men, women, men, women, men, women and men are required to make appropriate arrangements for the proportion of highly educated women. Attention should be paid to gender equality and the forms of cooperation between them. Because of the physical and psychological differences between men and women, the complementary advantages formed by the two sexes are also conducive to the improvement of the human resources structure. Moreover, at present, in foreign-funded enterprises in China, The majority of male employees are in the business sector, and the majority of female employees are in logistic positions, which are the basic departments of the enterprise. It is typical and representative. First of all, this paper makes a comparative analysis of the distribution of women in SA Company, combs the status quo, through the way of questionnaire, To find out the reasons and the lack of female employees' lack of incentive in the workplace at present, there are mainly imperfect performance appraisal, inadequate training incentives, narrow career advancement channels for women, and less female management. Enterprises pay less attention to female employees. After discussing the reasons behind these problems, we can make further improvements on this basis. At the same time, it also puts forward some measures to ensure the implementation of these schemes. It encourages enterprise managers to be "people-oriented" to change the current lack of incentives for female employees in the workplace. Improve the incentive system, create a mature talent management strategy. From a macro point of view, it is through the analysis of the company formed by the work atmosphere and the inherent three views, In combination with specific policies and mechanisms within the company to implement a more humane incentive mechanism. Specifically, the company needs to optimize and improve the original incentive mechanism; and can enhance the exchange and care for female workers, So as to stimulate the enthusiasm of women in the workplace, further improve the relationship between leaders and staff groups, and make the best use of human resources and business management can play the best role.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.82

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