长沙市建筑公司技术人员激励机制改进研究

发布时间：2018-06-10 03:35

本文选题：长沙市建筑公司 + 技术人员　；参考：《湖南大学》2013年硕士论文

【摘要】：建筑业已经成为我国国民经济的支柱产业,我国建筑业的市场规模庞大,企业数量众多,但在我国建筑业的发展过程中,由于体制、培训水平等方面原因,建筑人员素质偏低,使得建筑工程质量不高。而在竞争激烈的建筑业市场中,企业员工也频频跳槽,人员流动性大等问题严重,对企业员工进行有效的激励已经显得日益重要。对建筑行业而言,其追求的目标是利润的最大化,在实现企业战略性目标的过程中,企业员工特别是技术人员起到了至关重要的作用。因此,企业如何有效的管理以及激励技术人员,有效的留住企业核心的技术人才,激发他们的工作热情与积极性,这对企业的发展壮大、提升企业的核心竞争力起着关键性的作用。本文选取长沙市建筑公司为研究对象,在回顾激励理论以及相关文献的基础上,研究中采用了实证研究法,首先对长沙市建筑公司技术人员的激励现状以及员工满意度进行了调查,并对公司技术人员的激励机制现状进行分析,归纳了该公司现行的激励机制所存在的问题。并在此基础上,针对技术人员的需求特点,提出了该公司激励机制的改进方案。最后提出了改进后的激励机制在今后实施中的保障措施,以及激励机制在实施中可能会出现的问题和相应的解决对策。研究结果表明,通过对长沙市建筑公司技术人员的激励机制进行详细的阐述与深入分析,发现长沙市建筑公司技术人员的激励机制主要存在的问题是职责与薪酬不符、激励方式单一、缺乏晋升机会以及缺乏系统化的培训机制等这几个方面。而本文所重新设计提出的岗位设计激励、激励性的薪酬体系、实施精神激励、技术人员职业生涯发展激励、改进培训体系、建立有效的约束机制以及加强工作本身的内在激励这七个方面的改进方案,对该公司的长远发展以及赢得市场竞争有着现实而又积极的意义。
[Abstract]:The construction industry has already become the pillar industry of our national economy, the market scale of our country construction industry is huge, the number of enterprises is numerous, but in the development process of our country construction industry, because of the system, the training level and so on, the quality of the construction personnel is on the low side. The quality of the construction project is not high. In the fierce competition in the construction market, the enterprise employees also frequently switch jobs, staff mobility and other serious problems, effective incentive to the employees has become increasingly important. To the construction industry, the goal is to maximize the profit. In the process of realizing the strategic goal of the enterprise, the employees, especially the technical personnel, have played a vital role. Therefore, how to effectively manage and motivate technical personnel, effectively retain the core technical personnel of the enterprise, stimulate their enthusiasm and enthusiasm for work, which is beneficial to the development and growth of the enterprise. In this paper, Changsha Construction Company is selected as the research object, on the basis of reviewing the incentive theory and related literature, the empirical research method is adopted in the study. Firstly, the incentive status and employee satisfaction of technical staff in Changsha Construction Company are investigated, and the current situation of incentive mechanism of technical personnel in Changsha City is analyzed, and the existing problems of incentive mechanism in Changsha Construction Company are summarized. On this basis, according to the demand characteristics of technical personnel, the improvement scheme of incentive mechanism of the company is put forward. Finally, the paper puts forward the safeguard measures of the improved incentive mechanism in the future implementation, the problems that may appear in the implementation of the incentive mechanism and the corresponding solutions. The research results show that, Through the detailed elaboration and in-depth analysis of the incentive mechanism of the technical personnel of Changsha Construction Company, it is found that the main problem of the incentive mechanism of the technical personnel of Changsha Construction Company is that the duty and salary are not consistent, and the incentive mode is single. Lack of promotion opportunities and lack of systematic training mechanism and so on. This article redesigns the proposed post design incentive, the incentive salary system, the implementation spirit incentive, the technical personnel career development incentive, the improvement training system, It is of realistic and positive significance for the company to establish effective restraint mechanism and to strengthen the internal incentive of the work itself in seven aspects of improving the company's long-term development and winning the market competition.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.92;F272.92

【参考文献】