迁钢公司炼钢部员工激励机制研究

发布时间：2018-03-31 10:12

本文选题：人力资源　切入点：激励机制　出处：《东北大学》2015年硕士论文

【摘要】：现代组织管理的核心是对人的管理。任何组织的创建和发展,组织内的一切物流、资金流、信息流的运作都是由人来完成的,人是决定组织成败的关键因素。组织中人的积极性的高低直接影响工作的效率,而提高人的工作积极性,就离不开激励。良好的激励机制能够使员工看到自己的需要与企业目标之间的联系,使其处于一种驱动状态,促进员工智力和体力能量的充分释放,从而更加富有成效地努力工作。激励的基础是研究和满足人的需求,迁钢公司炼钢作业部员工特点鲜明,"80前"和"80后"员工基本各占一半,而此两类群体因成长的内部、外部环境、接受的学校、社会教育、获得的信息等因素的影响,其价值观、社会观显著不同,因此其需求特点各有不同,如何将"80前"和"80后"有效融合,充分调动其积极性,扬长避短,相互补充,满足迁钢公司定位于"现代化大型企业"的战略目标,使激励机制始终处于最佳状态,因此本文研究的重点是以炼钢作业部为调查研究对象,研究激励机制是否处于最佳状态,是否能够同时发挥调动两类人群的人力潜能,并对调查研究出的问题基于激励理论的研究提出解决的思路和办法,为人力资源管理部门优化激励机制提供参考。通过文献调研,本文首先阐述了相关激励理论,针对于"80后"和"80前"员工特点当前激励的现状,然后梳理了炼钢部所实施的激励措施,通过问卷调查及访问的方式调查和研究激励机制在面向"80前"和"80后"员工时所存在问题及原因分析,最后,根据导致激励机制不良的原因提出了激励机制在薪酬、福利、培训等方面的优化建议。
[Abstract]:The core of modern organization management is the management of people. The establishment and development of any organization, the operation of all material flow, capital flow and information flow in the organization are accomplished by people. People are the key factors to determine the success or failure of the organization. A good incentive mechanism can enable employees to see the relationship between their needs and corporate goals, to make them in a state of drive, and to promote the full release of intellectual and physical energy of employees. The motivation is based on studying and meeting the needs of the people. The characteristics of the workers in the steelmaking department of the relocation company are distinct. "before 80" and "after 80" are basically equal to each other, and these two groups are growing up internally. The external environment, the schools received, the social education, the information obtained and other factors, their values and social views are significantly different, so their demand characteristics are different. How to effectively integrate "before 80" and "after 80" to fully mobilize their enthusiasm, In order to meet the strategic goal of "modern large enterprises", the incentive mechanism is always in the best condition. Therefore, the research focus of this paper is to take the steelmaking department as the research object. To study whether the incentive mechanism is in the best condition and whether it can bring into play the human potential of the two groups of people at the same time, and to put forward some ideas and methods to solve the problems based on the motivation theory. This paper provides a reference for the human resources management department to optimize the incentive mechanism. Through the literature investigation, this paper first expounds the relevant incentive theory, aiming at the current situation of the employees' characteristics of "80 generation" and "before 80". Then it combs the incentive measures implemented by the steelmaking department, investigates and studies the problems and causes of the incentive mechanism facing "80" and "post-80s" employees through questionnaires and interviews. Finally, According to the causes of poor incentive mechanism, the paper puts forward some suggestions on the optimization of incentive mechanism in the aspects of salary, welfare, training, etc.
【学位授予单位】：东北大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.32

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