KY公司激励机制优化研究

发布时间：2018-03-13 05:23

本文选题：激励机制　切入点：绩效考核　出处：《西安建筑科技大学》2017年硕士论文　论文类型：学位论文

【摘要】：传统的计划经济体制之下,国企注重行政层级,强调严格的等级和规章制度,注重员工资历的深浅,坚持内部的均衡性、奖励的同等性,企业缺乏有效的激励机制。随着社会主义市场经济的逐步建立,国企越来越重视建立和完善激励机制。制定科学有效的激励机制,是企业立身竞争激烈的市场,立于不败之地的必要条件。KY公司是一家长期从事勘探、开发与采集矿产资源、研究开发有色金属的技术业务的大型国有企业,在人力资源管理与企业激励机制建构上还有着较为深厚的传统计划体制的痕迹,使得该公司在激励机制设计方面存在着较多的不足,严重影响了企业经营效益,也引起了企业管理者的高度关注与重视。本文运用管理学、经济学、社会学等学科的基本理论和方法,以综合激励理论为理论基础,从内在报酬与外在报酬两方面设计问卷,对KY公司激励机制现状进行调查,指出该公司目前激励机制存在薪酬体系设计不合理、企业岗位晋升制度不合理、自我激励制度缺乏、目标激励收效甚微等问题,并分析得出产生这些的问题的原因在于管理层缺乏员工激励理念、绩效考核制度不合理、企业文化建设滞后。在此基础上,遵循科学性、有效性和公平性原则,对于KY激励机制优化方案进行了设计,内容包括薪酬体系优化设计、晋升制度优化方案设计、社会保障体系优化方案设计及内在报酬激励机制优化设计等,之后进一步对从建立完善的人才培养体系和建设先进的企业文化方面分析了该方案顺利实施需要的保障条件,推动该公司人力资源管理效能,提高企业经营效益。本文的创新点在于:以综合激励理论为理论基础,建立了以薪酬体系优化、晋升途径优化、社会保障制度优化及员工内在报酬激励机制优化等为主要内容的KY公司激励机制优化方案。
[Abstract]:Under the traditional planned economy system, state-owned enterprises pay attention to administrative levels, stress strict levels and regulations, pay attention to the depth of the qualifications of employees, insist on internal balance, and pay attention to the equality of rewards. With the gradual establishment of the socialist market economy, the state-owned enterprises pay more and more attention to the establishment and improvement of the incentive mechanism. KY Company is a large state-owned enterprise engaged in exploration, exploitation and collection of mineral resources and research and development of non-ferrous metals technology for a long time. There is a deep trace of the traditional planning system in human resource management and enterprise incentive mechanism construction, which makes the company have more shortcomings in the design of incentive mechanism, which seriously affects the operating efficiency of the enterprise. This paper uses the basic theories and methods of management, economics, sociology and so on, based on the comprehensive incentive theory, designs the questionnaire from the internal reward and the external reward. This paper investigates the current situation of incentive mechanism in KY Company, and points out that the incentive mechanism of KY Company has some problems, such as unreasonable design of salary system, unreasonable promotion system, lack of self-motivation system, little effect of target incentive, etc. The reasons for these problems are the lack of employee motivation concept, the unreasonable performance appraisal system and the lag of corporate culture construction. On this basis, the principles of science, effectiveness and fairness are followed. The optimization scheme of KY incentive mechanism is designed, including salary system optimization design, promotion system optimization scheme design, social security system optimization scheme design and internal reward incentive mechanism optimization design, etc. After that, it further analyzes the guarantee conditions needed for the smooth implementation of the program from the aspects of establishing a perfect personnel training system and building an advanced enterprise culture, so as to promote the efficiency of the company's human resources management. The innovation of this paper lies in: on the basis of the theory of comprehensive incentive theory, we have established the optimization of salary system and the way of promotion. The optimization of the incentive mechanism of KY company is the main content of the optimization of social security system and employee's internal reward incentive mechanism.
【学位授予单位】：西安建筑科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.1

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