KN公司85后大学生员工激励机制研究

发布时间：2018-02-24 05:17

本文关键词： 国有企业 85后员工激励机制　出处：《首都经济贸易大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着我国市场化程度的逐步加深,国有企业的竞争也由物力资本的竞争转向了人力资本的竞争,如何合理、高效地利用人力资源,挖掘人力资源潜能,是国有企业正面临的巨大挑战。很多企业下大功夫,花大力气,不惜重金聘请人才,可当引进人才后,却因为现行激励机制的局限性而导致人才无法发挥自身的作用,甚至是人才流失。特别是近年来85后大学生大规模的进入到国有企业中,由于85后大学生本身具有较为鲜明的个性特征和工作特点,企业原有的激励机制在很多方面即体现出不适宜性,不能很好的满足85后大学生职工群体的人才发展需要,进而会影响到企业的整体发展。激励机制不适宜性的问题亟待企业进行调整和完善。本文以国有企业KN公司为例,以KN公司对85后大学生员工的激励机制问题为关注点。将马斯洛的需要层次理论、赫茨伯格的双因素理论、波特—劳勒的综合激励理论和亚当斯的公平理论作为理论基础,系统说明了激励机制的内涵作用。其次通过对KN公司中100名85后大学生员工的问卷调查,整理总结出了KN公司85后大学生员工在工作中呈现出的特点。再结合KN公司对85后大学生员工的激励机制现状,综合分析出了KN公司现行激励机制中的问题,并从薪酬分配不合理、员工职业发展激励不足、非物质激励缺乏、中高层管理者对激励认识不够四个方面加以详细阐述。针对上述问题,本文特别研究了华为公司的激励机制,汲取他们在员工激励中的成功经验,为解决KN公司的激励机制问题提供借鉴。最终设计并提出了具体的改革探索方案,包括:进行目标责任制考核、绩效测评考核等方式以解决薪酬分配不合理的问题;让员工参与管理,建立合理晋升机制等方式解决员工职业发展激励不足的问题;荣誉激励、创建良好沟通渠道等方式解决非物质激励缺乏问题;加强培训、了解员工、注重团建等方式解决管理者对激励认识不够的问题,以期帮助KN公司解决对85后大学生员工激励不足的问题,最终建立一套合理、适宜的激励机制。
[Abstract]:With the gradual deepening of marketization in our country, the competition of state-owned enterprises has also changed from the competition of material capital to the competition of human capital. How to utilize human resources reasonably and efficiently and tap the potential of human resources, It is a huge challenge that state-owned enterprises are facing. Many enterprises have made great efforts and made great efforts to hire talented people at great expense, but when they have imported talents, they are unable to play their role because of the limitations of the current incentive mechanism. Even the brain drain. Especially in recent years, post-85 college students have entered state-owned enterprises on a large scale, because post-85 college students have their own distinctive personality and work characteristics. The original incentive mechanism of the enterprise is not suitable in many aspects, and it can not meet the talents development needs of the post-85 college students. Therefore, it will affect the overall development of the enterprise. The problem of inappropriate incentive mechanism needs to be adjusted and perfected urgently. This paper takes KN Company, a state-owned enterprise, as an example. Based on the theory of Maslow's hierarchy of needs theory, Hertzberg's two-factor theory, Bott-Laurer 's comprehensive incentive theory and Adams's fair theory, KN Company pays attention to the incentive mechanism of post-85 college students, and takes the theory of Maslow's hierarchy of needs, Hertzberg's two-factor theory, and Adams's theory of fairness as the theoretical basis. The connotation of incentive mechanism is explained systematically. Secondly, through the questionnaire survey of 100 post-85 college students in KN Company, This paper summarizes the characteristics of post-85 college students' employees in KN Company, and then analyzes the problems in the current incentive mechanism of KN Company, combined with the current situation of KN company's incentive mechanism for post-85 college students. And from the following four aspects: unreasonable salary distribution, lack of incentive for employees' career development, lack of non-material incentive, lack of awareness of incentive among middle and senior managers, this paper especially studies the incentive mechanism of Huawei Company, aiming at the above problems. Draw on their successful experience in employee motivation, provide a reference for solving the incentive mechanism of KN. Finally, design and put forward a specific reform exploration plan, including: target responsibility assessment, Performance appraisal and other ways to solve the problem of unreasonable salary distribution; let employees participate in management, establish a reasonable promotion mechanism to solve the problem of inadequate incentive for staff career development; Honor incentive, Create good communication channels to solve the problem of lack of non-material motivation, strengthen training, understand the staff, pay attention to team building and other ways to solve the problem that managers do not know enough about motivation, In order to help KN company to solve the problem of inadequate incentive for post-85 college students, and finally establish a set of reasonable and appropriate incentive mechanism.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.22

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