关于某云计算公司技术团队的激励研究

发布时间：2018-02-27 09:46

本文关键词： 激励体系绩效考核薪酬制度激励维度　出处：《西南交通大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着现代高新互联网企业的不断涌现,这些企业面对着外部激烈的竞争压力和复杂的内部环境。这就要求企业在管理中需要针对员工特别是新生代员工的个性特点,团队文化,和企业的管理现状等,采取适合本企业的激励体系。以提升员工的工作积极性,发挥员工的潜能,提高员工满意度,让全体员工和企业朝着共同的目标坚持努力,促进企业的长久健康发展。本文中的某云计算公司是一家典型的从事互联网云计算的企业,在中小型互联网企业中具有一定的代表性。本文根据该企业当前的人力资源管理现状,通过部门内部成员之间多次的全面沟通,以及和公司管理层的深入交流,摸清当前企业管理中存在的问题,从人力资源管理,组织行为学,管理心理学等角度对企业的激励体系进行了重新设计。对传统的激励理论进行了总结,并且通过本人对当前一些优秀企业像海底捞,胖东来等的研究,提出了粗浅的激励维度理论。基于这些激励理论,对某云计算公司技术团队的管理现状进行了分析,发现在技术团队管理中存在以下几个方面问题:多劳者没有多得,硬性规章制度的制约,薪酬制度不完善,绩效考核机制缺失等。对于如何解决技术团队中存在的问题,本文提出了四个设计原则:人性本善的原则,物质激励和精神激励相结合的原则,公平公正的原则,个人和企业共同发展的原则。遵循这四大设计原则,从几个方面进行激励体系设计,首先是基于物质,主要对薪酬结构和绩效考核体系进行了重新设计。其次是工作环境激励,改善员工的工作环境和生活环境,让员工感受到企业的温暖。第三是通过为员工提供更健全的职业上升通道,提供更多元的福利制度等为员工进行精神激励。第四是根据技术团队特点,从打造学习型组织入手进行文化激励,让员工能够不断学习提升,实现个人和企业的共同发展。本文的意义在于对高新互联网企业中技术团队的激励机制进行了研究,目前这些企业大多都属于中小型企业,在公司管理中遇到的问题也可能和本文案例企业相似,希望本文可以为这类企业在关于技术团队的激励制度设计方面提供一点参考。
[Abstract]:With the continuous emergence of modern high-tech Internet enterprises, these enterprises are facing fierce external competition pressure and complex internal environment. And the management status quo of the enterprise, adopt the incentive system suitable for the enterprise. In order to enhance the enthusiasm of the staff, give full play to the potential of the staff, improve the employee satisfaction, and let all the staff and the enterprise stick to the common goal, A cloud computing company in this paper is a typical enterprise engaged in Internet cloud computing. According to the current situation of human resources management in the small and medium-sized Internet enterprises, this article through many comprehensive communication between the members of the department, as well as the in-depth communication with the management of the company, To find out the problems existing in the current enterprise management, this paper redesigns the incentive system of the enterprise from the perspectives of human resource management, organizational behavior and management psychology, and summarizes the traditional incentive theory. And through the current research of some excellent enterprises such as submarine salvage, fat Donglai and so on, the paper puts forward the theory of incentive dimension. Based on these incentive theories, the paper analyzes the management status of a cloud computing company's technical team. It is found that the following problems exist in the management of the technical team: the overworked person does not get more, the restriction of the rigid rules and regulations, the imperfection of the salary system, the lack of the performance appraisal mechanism, etc. How to solve the problems existing in the technical team, etc. Four design principles are put forward in this paper: the principle of human nature is good, the principle of combining material incentive with spiritual incentive, the principle of fairness and justice, the principle of mutual development of individuals and enterprises. The incentive system is designed from several aspects, firstly, it is based on material, and it mainly redesigns the salary structure and performance appraisal system. Secondly, the work environment is encouraged to improve the working environment and living environment of employees. Let employees feel the warmth of the enterprise. The third is to provide employees with a more sound career path, provide more yuan of welfare system, etc. 4th is based on the characteristics of the technical team, The purpose of this paper is to study the incentive mechanism of the technical team in the high-tech Internet enterprise, so that the staff can learn and upgrade constantly, and realize the common development of the individual and the enterprise. At present, most of these enterprises belong to small and medium-sized enterprises, and the problems encountered in corporate management may also be similar to those in this paper. I hope this paper can provide some reference for this kind of enterprises in the design of incentive system for technical teams.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49

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