YD公司员工激励机制优化研究

发布时间：2018-06-27 15:30

本文选题：员工激励 + 激励机制　；参考：《湖南工业大学》2017年硕士论文

【摘要】：改革开放以来,全球经济化进程日趋激烈,我国民营企业获得蓬勃发展,成为国民经济的重要组成部分,在我国经济中发挥着重要的作用。目前,随着知识信息经济时代的到来,我国中小企业面临着更为激烈的经济全球化的市场竞争。在新时期中,企业之间的竞争已经由原来的“产品竞争”、“技术竞争”,逐渐发展为人才的竞争。核心的人才能为企业创造出更大的价值,然而,在目前,中小企业在吸引人才、激励人才方面都处于较为弱势的地位,因此,迫切需要通过建设和完善企业内部人力资本激励机制来应对竞争,促进发展。人力资源作为现代企业的战略性资源,也是企业发展的最关键的因素,而企业激励机制的建立又是人力资源的一项重要内容。采取科学有效的激励手段,激发员工的积极性和创造性,提高对企业的忠诚度,才能使企业在竞争中始终处于有利地位。但在实践中,很多国内企业对激励机制的认识既不到位又不全面,存在人力资本激励机制缺失的现状,主要体现在薪酬机构不合理、长期激励末受到重视、家族式管理严重阻碍了激励体系的科学化、系统化等,这严重制约了企业中员工的生产积极性和创造性,基于此,本文采用理论和实证相结合的分析方法在微观上对企业中的员工激励机制设计展开研究。本文以人力资本、激励理论等相关理论为基础,以YD公司作为研究对象,在总结前人对激励机制问题研究的基础上,设计符合YD公司激励现状实际情况的调查问卷,对公司员工的激励现状进行分析,找出YD公司在员工激励管理中存在的问题,并对这些问题出现的原因进行分析,从而对YD公司现有激励机制的方案改进,最后,为确保YD公司激励制度能够实施,提出了相应的实施思路和保障措施。希望能为我国中小企业人力资本激励机制实践的不断完善提供一定的思路。
[Abstract]:Since the reform and opening up, the process of global economization is becoming more and more intense, and the private enterprises in our country have developed vigorously, become an important part of the national economy, and play an important role in the economy of our country. At present, with the arrival of the era of knowledge and information economy, small and medium-sized enterprises in our country are facing more fierce market competition of economic globalization. In the new period, the competition between enterprises has gradually developed from the original "product competition" and "technological competition" to the competition of talents. The core person can create greater value for the enterprise. However, at present, small and medium-sized enterprises are in a relatively weak position in attracting and encouraging talents. It is urgent to build and perfect the internal human capital incentive mechanism to cope with competition and promote development. As the strategic resources of modern enterprises, human resources is also the most important factor in the development of enterprises, and the establishment of enterprise incentive mechanism is an important content of human resources. Only by adopting scientific and effective incentives to stimulate the enthusiasm and creativity of employees and improve their loyalty to enterprises can the enterprises always be in a favorable position in the competition. However, in practice, many domestic enterprises are neither in place nor comprehensive understanding of the incentive mechanism, there is a lack of human capital incentive mechanism, mainly reflected in the unreasonable salary institutions, long-term incentives are not attached importance to. Family management seriously hinders the scientific and systematic incentive system, which seriously restricts the enthusiasm and creativity of the employees in the enterprise. In this paper, the design of employee incentive mechanism in enterprises is studied on the micro level with the combination of theory and practice. Based on the related theories of human capital and incentive theory, and taking YD Company as the research object, this paper designs a questionnaire which accords with the actual situation of YD company's incentive situation on the basis of summarizing the previous researches on incentive mechanism. This paper analyzes the current situation of employees' motivation, finds out the problems existing in the employee incentive management of YD Company, and analyzes the causes of these problems, so as to improve the scheme of the existing incentive mechanism of YD Company. In order to ensure that the incentive system of YD company can be implemented, the corresponding implementation ideas and safeguard measures are put forward. The author hopes to provide some ideas for the continuous improvement of human capital incentive mechanism of small and medium-sized enterprises in our country.
【学位授予单位】：湖南工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.6

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