山东信发集团员工激励优化方案设计

发布时间：2018-05-24 07:23

本文选题：信发集团 + 人力资源管理　；参考：《陕西师范大学》2015年硕士论文

【摘要】：随着改革开放进入第38个年头,我国的民营企业一路发展,已经由当初零星存在的小作坊、乡镇企业等工商业的萌芽逐步成长为我国现有经济体制下一支推动我国经济社会快速健康稳定向前发展的关键力量。而在实际生产经营过程中,民营企业往往因为发展时间短,组织结构不健全,薪酬结构不合理等原因,始终无法对所需人才产生足够的吸引力,在人才引进、使用等诸多方面存在问题。因此,如何提高企业激励措施的激励效率,发挥激励在优化企业人力资源中的巨大作用,成为我国广大民营企业特迫切需要解决的关键问题。本文以信发集团这一具有家族企业属性的民营企业为研究对象,通过梳理、归纳并充分借鉴国内外相关激励理论,在对信发集团员工满意度及和需要状况进行调查统计分析的基础上,运用文献分析、理论分析和调查统计分析相结合的方法,对信发集团现有的员工激励的实施状况和效果进行现象描述并分析,发现企业在该方面存在的一系列问题,对其产生的原因进行剖析,最终提出信发集团员工激励的优化方案。一方面可以提升该企业现有激励措施的激励效率；另一方面则可以为有相似激励问题的民营企业提供借鉴和解决思路。论文共分六章,分别为绪论,论文选题研究的理论基础,企业员工激励现状分析,员工激励优化方案设计,化方案实施的保障措施和最后结论。本文综合认为信发集团员工激励优化是一个牵一发而动全身的系统工程,结合信发集团运营状况需要从物质、精神和工作三个方面进行优化方案的设计,同时辅之以绩效考核制度、企业文化建设、管理层支持这三个方面的保障措施来确保优化方案的顺利实施。基于以上认识,本文提出要建立“人性化的管理理念、公平公正的薪酬分配体系、科学合理的绩效考核制度、管理层高度重视,兼顾员工个人发展和企业文化建设”的一条龙式优化方案。以上措施环环相扣,密不可分,能发挥激励从内到外在,从物质到精神,从长期与短期的综合激励作用。
[Abstract]:With the reform and opening up to the outside world entering its 38th year, the private enterprises in our country have developed all the way from the small workshops that existed in the beginning. The germination of industry and commerce, such as township enterprises, has gradually grown into a key force to promote the rapid, healthy and stable development of China's economy and society under the existing economic system of our country. In the process of actual production and operation, private enterprises are often unable to attract enough talents because of short development time, imperfect organizational structure, unreasonable salary structure, and so on. Use and many other aspects of the problem. Therefore, how to improve the efficiency of incentive measures and how to play the role of incentive in optimizing the human resources of enterprises has become a key problem that the majority of private enterprises in our country need to solve urgently. This paper takes Xinfa Group, a private enterprise with family business attributes, as the research object, through combing, induces and fully draws lessons from the relevant incentive theory at home and abroad. On the basis of the investigation and analysis of the satisfaction degree and the needs of the employees in the information and development group, the methods of combining literature analysis, theoretical analysis and investigation and statistical analysis are used. This paper describes and analyzes the implementation status and effect of current staff incentive in the information and development group, finds out a series of problems existing in the enterprise, analyzes the causes of the problems, and finally puts forward the optimization scheme of the staff incentive in the information and development group. On the one hand, it can improve the incentive efficiency of the existing incentive measures; on the other hand, it can provide reference and solution for the private enterprises with similar incentive problems. The thesis is divided into six chapters, which are the introduction, the theoretical basis of the research, the analysis of the current situation of employee motivation, the design of employee incentive optimization scheme, the measures to ensure the implementation of the scheme and the final conclusion. In this paper, the author thinks that the optimization of staff motivation is a systemic engineering, which needs to be designed from three aspects: material, spirit and work. At the same time, it is supported by the performance appraisal system, the construction of corporate culture and the support of management to ensure the smooth implementation of the optimized scheme. Based on the above understanding, this paper proposes to establish "humanized management concept, fair and just salary distribution system, scientific and reasonable performance appraisal system, highly valued by management," Take into account the personal development of employees and the construction of corporate culture, "one-stop optimization program." The above measures are inextricably linked, and can play a comprehensive role of motivation from inside to outside, from substance to spirit, from long term to short term.
【学位授予单位】：陕西师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.32

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