GHHG公司员工激励方案优化设计

发布时间：2018-06-19 00:33

本文选题：GHHG公司 + 国有企业　；参考：《山东大学》2017年硕士论文

【摘要】：人才作为第一资源,员工的科学管理显得越发重要。现代企业管理制度中有很多重要组成部分,其中激励机制的构建和有效运行作为重要的部分,通过在企业中构建各种激励行为,在发挥人的主观能动性,调动工作积极性中占据越来越重要的位置。随着国有企业的发展壮大,国有企业沿用传统计划经济体制下的劳资行政管理体制已经不能适应日益激烈的市场竞争,无法使企业立于不败之地。国有企业存在的很多现象如激励意识薄弱、激励机制设计过度单一简化、激励效果不明显等等,在很大程度上制约了国有企业员工工作能动性和积极性的发挥,直接制约了企业经济发展。因此,如何构建科学有效的激励机制,如何最大限度地发挥员工的积极性和创造性,这些问题都成为国有企业不得不考虑的问题。本文选择国有企业GHHG公司为研究对象,通过抽样问卷调查、访谈等方法,认真分析了 GHHG公司员工当前激励机制情况,并结合GHHG公司内部市场化管理和业务发展的方向,分析了当前GHHG公司员工激励机制与GHHG公司经营发展存在的矛盾。通过对GHHG公司当前激励机制现状分析以及通过调查问卷及访谈调研,研究发现GHHG公司目前的激励机制主要存在以下的问题:一是薪资结构和薪资水平的激励性不足;二是考核流于形式导致考核与激励相脱节;三是负激励欠缺和道德激励功能弱化;四是激励未能与晋升机制和培训机制相结合。本文试图从GHHG公司员工激励机制建设和完善入手,创新性的将市场机制引入GHHG公司员工激励机制管理,通过将内部市场化管理作为充分调动员工工作积极性的一个有效工具,以市场化手段保证员工绩效激励的执行力,为GHHG公司解决以上员工管理方面存在的问题提供一些对策和建议。通过提升员工薪酬福利水平,优化薪酬福利结构,建立留住人才长效激励机制;加强考核体系建设,建立基于项目分层考核、基于职能分类考核、流程清晰、指标及标准不断优化更新的绩效管理体系;畅通员工职业成长机制,拓宽员工职业晋升渠道和培训渠道,构建了全面有效的GHHG公司员工激励机制。本文通过GHHG公司员工激励问题的研究,促进GHHG公司激励体系的构建,进而在GHHG公司中构建一支能力结构合理、工作情绪高涨、专业技术先进的高素质员工队伍;同时,通过激励体系的研究,更有利于指导GHHG公司通过构建考核、晋升、奖励、工资福利、社会保险和培训等综合体系,最大限度的发挥员工的能动性和创造性,实现国有企业工作效能的最大化。本文对GHHG公司员工激励进行研究,对于目前国内学者关于该领域的理论研究有一定的完善和补充意义。
[Abstract]:Talent as the first resource, the scientific management of staff appears to be more and more important. There are many important parts in modern enterprise management system, among which, the construction and effective operation of incentive mechanism, as an important part, through the construction of a variety of incentive behavior in the enterprise, in order to give play to the subjective initiative of people. Play a more and more important role in arousing work enthusiasm. With the development of state-owned enterprises, state-owned enterprises have been unable to adapt to the increasingly fierce market competition and make them invincible. Many phenomena existing in state-owned enterprises, such as weak incentive consciousness, excessive simplification of incentive mechanism design, lack of obvious incentive effect and so on, to a large extent, restrict the work initiative and enthusiasm of employees in state-owned enterprises. Directly restricted the economic development of enterprises. Therefore, how to construct the scientific and effective incentive mechanism and how to maximize the enthusiasm and creativity of the employees have become the problems that state-owned enterprises have to consider. This paper selects GHHG Company as the research object, through sampling questionnaire survey, interview and other methods, seriously analyzes the current incentive mechanism of GHHG employees, and combines the internal marketing management and business development direction of GHHG Company. This paper analyzes the contradiction between the current employee incentive mechanism of GHHG Company and the management and development of GHHG Company. Through the analysis of the current incentive mechanism of GHHG Company and the questionnaire and interview investigation, it is found that the current incentive mechanism of GHHG Company has the following problems: first, the incentive of salary structure and salary level is insufficient; The second is the lack of negative incentive and the weakening of moral incentive; the fourth is the failure of incentive to combine with promotion mechanism and training mechanism. This paper attempts to introduce the market mechanism into GHHG company employee incentive mechanism management innovatively, through the internal market-oriented management as an effective tool to fully mobilize the enthusiasm of employees, starting from the GHHG company employee incentive mechanism construction and improvement, innovative market mechanism into GHHG company employee incentive mechanism management. This paper provides some countermeasures and suggestions for GHHG Company to solve the above problems in employee management by means of market-oriented measures to ensure the executive power of employee performance incentive. By improving the level of compensation and welfare, optimizing the structure of compensation and welfare, establishing a long-term incentive mechanism to retain talent, strengthening the construction of assessment system, building a hierarchical assessment based on projects, based on functional classification assessment, the process is clear. Indicators and standards constantly optimize the updated performance management system, smooth the staff career growth mechanism, broaden the staff career promotion channels and training channels, and build a comprehensive and effective incentive mechanism for GHHG employees. In this paper, through the research of employee motivation in GHHG Company, we promote the construction of incentive system in GHHG Company, and then construct a high-quality staff with reasonable ability structure, high working mood and advanced professional technology in GHHG Company, at the same time, Through the research of incentive system, GHHG will be more helpful in guiding GHHG to maximize its employees' initiative and creativity by building a comprehensive system such as examination, promotion, reward, salary and welfare, social insurance and training, etc. To maximize the work efficiency of state-owned enterprises. In this paper, the employee motivation of GHHG Company is studied, which is of great significance to the domestic scholars' theoretical research in this field.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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