当前位置:主页 > 经济论文 > 信息经济论文 >

郴州市联通公司员工激励方案改进研究

发布时间:2018-06-22 15:28

  本文选题:薪酬激励 + 非物质激励 ; 参考:《湖南大学》2012年硕士论文


【摘要】:随着世界经济一体化的推进和知识经济时代的来临,科学技术水平因素在企业发展中占据了重要位置,员工的素质与活力则成为了企业发展的根本动力。大量事实证明,成功的企业都非常重视激发员工的积极性与创造性。随着竞争机制的引入,电信企业的垄断格局被打破,传统的企业内部管理机制面临多重考验。从经典的激励理论入手,以郴州联通为典型个案研究其员工激励方案,对电信企业的发展具有相当的现实意义,同时也可丰富人力资源管理方面的理论研究成果。 针对郴州联通公司现有激励方案存在的一些不足,确定了其改进涉及的原则、目标和模型等要素,从三个方面进行展开:首先,对薪酬激励内容进行改进,包括优化以绩效为导向的薪酬体系、推行股票期权计划、实施菜单式福利等;其次,对郴州联通公司的绩效考核方案进行改进,包括绩效考核的模式方法的改进、考核指标的完善、绩效考核的模式与激励机制动态调整等;最后对非物质激励方案进行改进,,包括完善员工职业生涯激励方案、推进企业文化激励方案、强化培训方案措施、改进精神激励方案等。所有的改进方案都需要特定的实施条件和实施保障措施,通过对比分析激励方案改进前后的激励满意度调查问卷,评价了改进激励方案的效果,结果表明激励改进方案的对员工有更大的激励作用。最后,激励改进方案的反馈与持续改进是促进公司稳定快速发展有效措施。 通过对郴州联通公司的员工激励现状进行研究,为公司量身定做一套激励机制改进方案,希望能提高公司的管理水平、带动员工工作积极性、增强员工的忠诚度,进而最大限度的实现公司的经营目标和可持续发展。此外,也希望能为国内其他企业的改革发展提供有益的借鉴。
[Abstract]:With the development of the world economy and the coming of the era of knowledge economy, the factor of the level of science and technology occupies an important position in the development of the enterprise, and the quality and vitality of the staff becomes the fundamental motive force of the development of the enterprise. A large number of facts have proved that successful enterprises attach great importance to stimulate the enthusiasm and creativity of employees. With the introduction of competition mechanism, the monopoly pattern of telecom enterprises has been broken, and the traditional internal management mechanism is faced with multiple tests. From the classical incentive theory, Chenzhou Unicom as a typical case study of its staff incentive scheme has a considerable practical significance for the development of telecommunications enterprises, but also can enrich the theoretical research results of human resources management. Aiming at some shortcomings of Chenzhou Unicom's existing incentive scheme, this paper determines the principles, objectives and models involved in the improvement, and carries out the following three aspects: first, improve the compensation incentive content. Including the optimization of performance-oriented compensation system, the implementation of stock option plan, the implementation of menu welfare; secondly, Chenzhou Unicom performance evaluation program, including performance appraisal model method improvement, Finally, the improvement of the non-material incentive scheme, including the improvement of the employee career incentive scheme, the promotion of corporate culture incentive scheme, the strengthening of training program measures, and so on, including the improvement of the evaluation index, the dynamic adjustment of the performance appraisal model and incentive mechanism, and the improvement of the non-material incentive scheme. Improve mental incentive programs, etc. All the improvement programs need specific implementation conditions and implementation protection measures. Through comparative analysis of incentive satisfaction questionnaire before and after the improvement of incentive schemes, the effects of the improved incentive schemes are evaluated. The results show that the incentive improvement scheme has a greater incentive effect on employees. Finally, feedback and continuous improvement are effective measures to promote the stable and rapid development of the company. Through the research of Chenzhou Unicom's employee incentive status, a set of incentive mechanism improvement scheme is made for the company, hoping to improve the management level of the company, promote the employee's enthusiasm and enhance employee's loyalty. Then to maximize the realization of the company's business objectives and sustainable development. In addition, we also hope to provide useful reference for the reform and development of other domestic enterprises.
【学位授予单位】:湖南大学
【学位级别】:硕士
【学位授予年份】:2012
【分类号】:F272.92;F626

【参考文献】

相关期刊论文 前10条

1 杨萍;;知识员工成就激励型全面薪酬制度设计研究[J];安徽工业大学学报(社会科学版);2010年05期

2 刘正周;论企业组织的激励机制及其设计[J];当代财经;2000年06期

3 薛许军,吴晓萍;我国上市公司经理层报酬激励机制研究——理论模型、经验数据及改进建议[J];当代经济科学;2005年04期

4 刘正周;;管理激励与激励机制[J];管理世界;1996年05期

5 杨涛;;从双因素论谈如何有效激励员工[J];贵阳学院学报(社会科学版);2011年03期

6 魏刚;高级管理层激励与上市公司经营绩效[J];经济研究;2000年03期

7 齐平;张本祯;;知识型员工有效激励机制研究[J];经济纵横;2006年10期

8 吕守升;如何进行职位评估[J];IT经理世界;2001年10期

9 张望军,彭剑锋;中国企业知识型员工激励机制实证分析[J];科研管理;2001年06期

10 李昌宝,张阳;管理过程中的激励模型[J];南开管理评论;1999年05期

相关博士学位论文 前2条

1 朱忠福;风险投资中企业家人力资本及激励机制研究[D];中南大学;2004年

2 王应静;基于路径依赖理论的中国企业家激励机制研究[D];南京理工大学;2005年

相关硕士学位论文 前4条

1 赵斌;阳晨公司绩效管理改进方案设计与应用研究[D];兰州大学;2010年

2 张有及;现代企业激励机制研究[D];东北林业大学;2004年

3 李强;企业员工激励机制研究[D];山东大学;2005年

4 王国成;我国企业核心员工激励机制研究[D];暨南大学;2007年



本文编号:2053274

资料下载
论文发表

本文链接:https://www.wllwen.com/jingjilunwen/xxjj/2053274.html


Copyright(c)文论论文网All Rights Reserved | 网站地图 |

版权申明:资料由用户3ff32***提供,本站仅收录摘要或目录,作者需要删除请E-mail邮箱bigeng88@qq.com