国网重庆市电力公司基层员工激励机制研究

发布时间：2018-03-18 05:05

本文选题：电力企业　切入点：基层员工　出处：《重庆大学》2015年硕士论文　论文类型：学位论文

【摘要】：随着我国电力企业的不断发展和变革,部分企业内部也发生了巨大的变化,对人才的需求也越来越高,因此,部分高素质、高学历的综合性人才也进入了电力企业,因此,如何确保高素质的人才不外流,用好这些高素质的人才,成为了影响其发展的关键点。基层员工作为电力企业最大的一部分群体,是实现企业愿景目标的坚实基础,对整个企业的发展发挥着重大的作用,为了激发基层员工的工作热情,本文通过对国内外相关理论的研究,运用理论结合实际的研究方法,对电力企业基层员工的激励机制进行了探讨。本文以国网重庆市电力公司的基层员工为例子,采用问卷调查与实地访谈的方式,了解员工对当前公司激励的满意度,指出了当前公司在薪酬、绩效以及培训激励方面存在的不足,包括薪酬弹性不足、绩效指标设置不尽合理以及培训针对性和实用性不强等方面,并根据国网重庆市电力公司实际,提出了提升员工薪酬级差、改变薪酬的体系,注重绩效指标的设置和绩效反馈,并且通过针对性、实用性方面的培训这三个方面对激励机制进行了优化,为电力企业的激励机制变革提供一定的借鉴意义。
[Abstract]:With the continuous development and reform of the electric power enterprises in our country, great changes have taken place within some enterprises, and the demand for talents is becoming higher and higher. Therefore, some high-quality and highly educated comprehensive talents have also entered the electric power enterprises. How to ensure that the high-quality talents do not flow out, and how to make good use of these high-quality talents has become the key point affecting their development. As the largest part of the electric power enterprises, the grass-roots employees are the solid foundation to realize the enterprise vision goal. It plays an important role in the development of the whole enterprise. In order to stimulate the work enthusiasm of the grass-roots employees, this paper applies the theory combined with the practical research methods through the research of the relevant theories at home and abroad. This paper discusses the incentive mechanism of grass-roots employees in electric power enterprises. Taking the grass-roots employees of Chongqing Electric Power Company of National Network as an example, this paper uses questionnaires and field interviews to find out the satisfaction of employees to the current company incentives. The paper points out the shortcomings of the company in the aspects of compensation, performance and training incentive, including the lack of flexibility of compensation, the unreasonable setting of performance indicators, the lack of pertinence and practicability of training, etc. And according to the actual situation of Chongqing Electric Power Company of National Network, the paper puts forward to raise the salary difference of employees, change the system of compensation, pay attention to the setting of performance index and performance feedback, and through pertinence, The three aspects of practical training optimize the incentive mechanism and provide some reference for the reform of the incentive mechanism in electric power enterprises.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.61

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