PD公司青年员工激励问题研究

发布时间：2018-04-09 07:37

本文选题：青年员工　切入点：激励　出处：《华东理工大学》2017年硕士论文

【摘要】：企业最重要的资源就是人,而驱动人工作的最大动力的发动机就是激励。激励问题,特别是青年员工的激励问题是当下人力资源管理的关键所在。对于PD公司这样的电力大型技术密集型公司更是如此。电力行业作为一个垄断性行业,现行的激励机制仍存在很多滞后和与现实脱轨的地方。如今随着我国经济体制改革,电网企业进入了特高压和职能电网时代,这对PD公司人力资源的要求也达到了前所未有的高度。如何将公司引进的优秀青年员工留住,如何激励他们积极地为公司的发展努力奋斗是PD公司当前急需解决的重要激励问题。本文以PD公司中35岁及以下的青年员工为研究对象,对PD公司现行的激励机制进行探讨,并提出改进建议。通过青年员工与其他员工的对比,作者发现PD公司新进的青年员工由于其所具有的专业技能社会通用性强,且自身有着独立的价值观,故而有着公司的忠诚度相对较低的特点。加上公司给予的薪酬在市场上缺乏竞争力等原因导致青年员工的工作积极性不高、效率低下以及较高的离职率。因此在激励机制的设计上,青年员工应当与其他员工有所区别。本文运用了激励理论、人力资本理论等有关理论,对PD公司现有的员工薪酬、员工发展和员工文化三个激励体系进行分析研究。本着提出问题、分析问题、解决问题的思路,分析了其现行激励机制的不足和提出了改进PD公司青年员工的激励因素和激励的方法。作者在写作过程中参考了大量的实证数据和图表,借鉴了古今中外的激励理论和现代企业的成功激励经验,贴合PD公司的实际情况来对其激励体制进行改善和优化。激励是一项长期且需不断跟着时代变化调整的举措,一家企业只有拥有与时俱进的制度和人力资源才能在不断变化的市场环境中立足。在这波改革浪潮中,PD公司也面临了前所未有的机遇与挑战。本文通过理论结合实际提出的优化机制,同样需要在实践过程中不断地修正和改善才能发挥最佳的作用。
[Abstract]:The enterprise is the most important resource, and the maximum power of the engine is driven to work. Incentive incentive problems, especially the incentive problem of young employees is the key of the current human resources management for PD company. Such a large power technology intensive company is more like this. The electric power industry as a monopoly industry. The current incentive mechanism still exists in many places and lagging and practical derailed. Today, as China's economic system reform, the power grid enterprises into the UHV and functions of grid era, the PD company human resources requirements also reached a hitherto unknown height. How will the company to introduce outstanding young employees retain, how to motivate them actively for the company's development efforts is an important incentive problem of PD company urgently. This paper takes the PD company in under 35 years of age and young employees as the research object, to PD Discusses the current incentive mechanism, and put forward the improvement proposal. By comparing the young staff and other employees, the author found that the PD company new young employees as it has the professional skills of the society, and has its independent value, which has the characteristics of company loyalty is relatively low. Plus the company pay the lack of competitiveness in the market and other reasons lead to young employees working enthusiasm is not high, low efficiency and high turnover rate. Therefore, in the design of incentive mechanism, young employees should be different from other employees. This paper uses the relevant theories of motivation theory, human capital theory and so on, PD the company's existing staff salaries, analyze the employee development and employee culture three incentive system. Putting forward questions, analyzing problems, problem-solving ideas, analyzes the current incentive mechanism For the deficiencies and puts forward a method to improve the incentive factors and incentive young employees of PD company. The author consulted a large number of empirical data and charts in the writing process, using the incentive theory and modern enterprise at all times and in all countries the successful experience of incentive, close to the actual situation of PD company and the incentive system to improve and optimize the incentive. It is a long-term and need to continue to follow the times change adjustment measures, based on an enterprise only has the times system and human resources to the changing market environment. In this wave of reform tide, PD company is also facing the opportunities and challenges of hitherto unknown. In this paper, through the combination of theory with practice is put forward to optimize the mechanism, the same needs to be constantly revised and improved in practice can play the best role.

【学位授予单位】：华东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61

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