敏实集团“80后”员工激励机制研究

发布时间：2018-05-02 06:02

本文选题：敏实 + 集团　；参考：《宁波大学》2017年硕士论文

【摘要】：随着人口红利、低成本劳动力等传统竞争优势的消失,劳动密集型制造业的转型升级成为突破困境的关键。《中国制造2025》更是把“人才为本”作为基本方针,因此员工作为企业转型成长的载体和主力,是企业可持续发展的动力。而员工激励作为人力资源管理中的关键环节,决定着企业经营效率的提升。80后员工由于其特殊的成长背景,他们有着多元化的价值观,敢于挑战权威的精神,需求特征有别于80前员工。他们也逐渐成长为企业管理的核心竞争力,对他们的激励成为学者关注的焦点。本文以敏实集团为例,在总结回顾激励机制相关研究的基础上,厘清了激励机制的定义、特点和理论基础。通过对敏实集团现有激励机制的分析,发现存在精神激励欠缺、个人目标和集团目标不一致、缺乏动态调整的适应性等问题。以此为背景,全文以需求作为出发点,通过问卷调查的方法对敏实集团80后员工的需求特征进行调查,运用SPSS21.0和AMOS21.0等软件,建立结构方程模型。统计结果显示,敏实集团80后员工的需求按影响大小依次为职业发展、薪酬福利、工作环境、同事关系,工作本身。结合实证结果,借鉴波特——劳勒综合模型,以公平公正公开、差异化、柔性、统一性为原则,以80后员工的需求为基础,通过对不同方案的整合以及激励过程的评估和反馈,基于职业发展、薪酬福利和辅助措施三个方面对敏实集团80后员工的激励机制进行改进设计,并提出了组织、制度和思想的保障措施。文章依然存在问卷覆盖面窄、激励机制考虑不全面等问题,也为未来的研究提供了方向。
[Abstract]:With the disappearance of traditional competitive advantages such as demographic dividend and low-cost labor force, the transformation and upgrading of labor-intensive manufacturing industry has become the key to breaking through the predicament. Therefore, as the carrier and main force of enterprise transformation and growth, employees are the driving force of enterprise sustainable development. As a key link in human resource management, employee motivation determines the improvement of business efficiency. Due to their special growth background, post-80s employees have diversified values and dare to challenge the spirit of authority. The demand characteristics are different from those of the 80-year staff. They also gradually grow into the core competitiveness of business management, and their incentive has become the focus of scholars. In this paper, the definition, characteristics and theoretical basis of incentive mechanism are clarified on the basis of summarizing and reviewing the relevant research of incentive mechanism. Through the analysis of the existing incentive mechanism of Minshi Group, it is found that there are some problems such as lack of spiritual motivation, inconsistency between individual goal and group goal, lack of adaptability of dynamic adjustment and so on. Based on this background, this paper takes demand as the starting point, investigates the demand characteristics of post-80s employees in Minshi Group by questionnaire, and establishes the structural equation model by using SPSS21.0 and AMOS21.0 software. The results show that the demand of the post-80s employees in Minshi Group is in order of career development, salary and welfare, work environment, co-worker relationship, and the job itself. Combined with the empirical results, using the Potter-Lawler comprehensive model for reference, based on the principles of fairness, fairness and openness, differentiation, flexibility and unity, and on the basis of the needs of post-80s employees, through the integration of different schemes and the evaluation and feedback of the incentive process. Based on the three aspects of career development, salary and welfare and auxiliary measures, the incentive mechanism of the post-80s employees of Minshi Group is improved and designed, and the guarantee measures of organization, system and ideology are put forward. There are still some problems, such as narrow questionnaire coverage and incomplete consideration of incentive mechanism, which also provide a direction for future research.
【学位授予单位】：宁波大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.4

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