YS公司技术员工薪酬激励机制研究
发布时间：2018-08-04 11:30
【摘要】：当前,中国经济环境呈现出下行压力加大的新形势,中国以及世界范围内的经济发展增速放缓,形势变得更加的严峻。在激烈国际竞争的宏观环境下,我国企业如何通过的人才的合理利用和有效激励,进而提升生产效率,已经成为事关企业发展和生存的重要因素。作为现代企业管理中最珍贵的资源,人力资源的管理受到了企业家越来越多的重视,在如此激烈的竞争中,一个企业如果懂得利用高效的员工激励机制,将会在企业的经营中取得一定的较高的绩效,而没有重视人才发展的企业,往往会面临企业效率低下、留不住员工的问题。就中小企业来看,和大型企业相比较往往更容易存在忠诚度较低的问题,导致了中小企业中经常出现技术人才流失的现象,不利于企业长期发展。随着企业的发展,员工也在成长,当企业不能给员工提供其发展所需的要素时,员工也难以继续留在企业效力,所以,在以后的发展中中小企业如何通过激励机制来留住员工、激励员工、培养员工就成了企业发展中必经的一个问题。本文将在这样的背景下,选取一个角度探讨如何提升企业员工的积极性以及主动性,增加他们的忠诚度。本文一共分为六大部分。第一部分为绪论,介绍了研究背景、研究目的及意义以及研究现状、思路及方法等；第二部分是理论依据与文献综述,论述了薪酬的概念与内容、双因素理论,对薪酬激励机制相关研究进行了综述；第三部分分析了YS小型公司薪酬激励机制的现状,包括YS公司简介、公司的组织结构及员工特点、YS公司现行薪酬激励机制概述以及YS公司技术员工薪酬激励满意度调查与分析等；第四部分探讨了YS公司技术员工薪酬激励机制存在的问题,其中YS公司技术员工薪酬激励机制存在的问题包括薪酬激励机制设计存在的问题和薪酬激励机制执行存在的问题。第五部分,提出了优化某YS小型企业发展技术员工薪酬激励方案设计,主要从设计原则与目标、设计思路、设计方案以及方案实施保障等方面入手；最后第六部分为结论与展望,对全文进行总结的基础上,展望了下一步的研究方向。
[Abstract]:At present, China's economic environment is showing a new situation of increasing downward pressure, China and the world's economic growth rate has slowed, the situation has become more severe. In the macro environment of fierce international competition, how to make rational use of talents and encourage them to improve production efficiency has become an important factor related to the development and survival of enterprises. As the most precious resource in modern enterprise management, human resource management has been paid more and more attention by entrepreneurs. In such fierce competition, if an enterprise knows how to make use of efficient employee incentive mechanism, Enterprises that do not attach importance to the development of talents will often face the problem of low efficiency and lack of staff retention. From the point of view of small and medium-sized enterprises, compared with large enterprises, it is easier to have the problem of low loyalty, which leads to the phenomenon of the loss of technical talents in small and medium-sized enterprises, which is not conducive to the long-term development of enterprises. With the development of the enterprise, the employees are also growing. When the enterprise can not provide the employees with the elements needed for their development, it is difficult for the staff to stay in the enterprise. Therefore, in the future, the development of small and medium-sized enterprises through incentive mechanisms to retain staff, Encouraging staff, training staff has become an essential problem in the development of enterprises. In this context, this paper will choose an angle to explore how to enhance the enthusiasm and initiative of employees and increase their loyalty. This paper is divided into six parts. The first part is the introduction, introduces the research background, the research purpose and the significance, the research present situation, the thought and the method and so on; the second part is the theoretical basis and the literature review, elaborated the salary concept and the content, the double factor theory, The third part analyzes the current situation of the compensation incentive mechanism of YS small companies, including the introduction of YS company. The organizational structure and employee characteristics of YS Company are summarized as well as the survey and analysis of YS company's technical employee's salary incentive satisfaction. The fourth part discusses the problems of YS company's technical employee's salary incentive mechanism. The problems in the compensation incentive mechanism of technical staff in YS Company include the problems in the design of the compensation incentive mechanism and the problems in the implementation of the compensation incentive mechanism. In the fifth part, the author puts forward to optimize the design of salary incentive scheme for technical staff in a small YS enterprise, mainly from the aspects of design principles and objectives, design ideas, design schemes and scheme implementation guarantee. The last part is the conclusion and prospect. On the basis of summarizing the full text, the future research direction is prospected.
【学位授予单位】：陕西师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.82
本文编号：2163850
[Abstract]:At present, China's economic environment is showing a new situation of increasing downward pressure, China and the world's economic growth rate has slowed, the situation has become more severe. In the macro environment of fierce international competition, how to make rational use of talents and encourage them to improve production efficiency has become an important factor related to the development and survival of enterprises. As the most precious resource in modern enterprise management, human resource management has been paid more and more attention by entrepreneurs. In such fierce competition, if an enterprise knows how to make use of efficient employee incentive mechanism, Enterprises that do not attach importance to the development of talents will often face the problem of low efficiency and lack of staff retention. From the point of view of small and medium-sized enterprises, compared with large enterprises, it is easier to have the problem of low loyalty, which leads to the phenomenon of the loss of technical talents in small and medium-sized enterprises, which is not conducive to the long-term development of enterprises. With the development of the enterprise, the employees are also growing. When the enterprise can not provide the employees with the elements needed for their development, it is difficult for the staff to stay in the enterprise. Therefore, in the future, the development of small and medium-sized enterprises through incentive mechanisms to retain staff, Encouraging staff, training staff has become an essential problem in the development of enterprises. In this context, this paper will choose an angle to explore how to enhance the enthusiasm and initiative of employees and increase their loyalty. This paper is divided into six parts. The first part is the introduction, introduces the research background, the research purpose and the significance, the research present situation, the thought and the method and so on; the second part is the theoretical basis and the literature review, elaborated the salary concept and the content, the double factor theory, The third part analyzes the current situation of the compensation incentive mechanism of YS small companies, including the introduction of YS company. The organizational structure and employee characteristics of YS Company are summarized as well as the survey and analysis of YS company's technical employee's salary incentive satisfaction. The fourth part discusses the problems of YS company's technical employee's salary incentive mechanism. The problems in the compensation incentive mechanism of technical staff in YS Company include the problems in the design of the compensation incentive mechanism and the problems in the implementation of the compensation incentive mechanism. In the fifth part, the author puts forward to optimize the design of salary incentive scheme for technical staff in a small YS enterprise, mainly from the aspects of design principles and objectives, design ideas, design schemes and scheme implementation guarantee. The last part is the conclusion and prospect. On the basis of summarizing the full text, the future research direction is prospected.
【学位授予单位】：陕西师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.82
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