中联重科知识型员工激励机制研究

发布时间：2018-10-04 20:38

【摘要】：随着经济全球化进程不断加快,我国工程机械制造企业面临的市场竞争日益激烈。在提升企业核心竞争力的过程中,人力资源的重要性在企业中的地位迅速上升。越来越多的企业认识到企业成功的关键来自于对员工潜能和才智的激发,这样才能凝聚员工的力量,形成企业高速发展的合力。我国员工激励研究起步较晚,实践中还存在诸多不完善的地方。因此,针对工程机械企业知识型员工激励问题展开研究具有重要的理论和现实意义。本文选取我国工程机械行业里的龙头企业中联重科作为研究样本,从该企业知识型员工激励的现状出发,通过实地员工访谈和问卷调查的方法分析其现有激励机制存在的问题。这些问题具体包括:激励结构不合理、过多强调物质激励;激励措施不完善、工作激励不足;激励导向不明确、激励方法不科学等等。然后分析这些问题背后的深层原因,例如管理者对知识型员工的需求缺乏足够认识;激励措施组合效果不明显;激励措施的约束机制不健全等等。最后,论文结合中联重科的企业性质与行业特点,分别从组织层面、团队层面、个人层面提出优化和改进现有知识型员工激励机制的具体措施,在把握知识型员工需求的基础上优化激励结构、增加更多的精神激励措施以及改进和完善知识型员工的薪酬福利体系等等具体措施。
[Abstract]:With the accelerating process of economic globalization, construction machinery manufacturing enterprises in China are facing increasingly fierce market competition. In the process of enhancing the core competitiveness of enterprises, the importance of human resources in enterprises is rising rapidly. More and more enterprises realize that the key to success comes from the stimulation of the potential and intelligence of the employees, so that the strength of the employees can be condensed and the resultant force of the rapid development of the enterprise can be formed. The research on employee motivation in our country started late, and there are still many imperfections in practice. Therefore, it is of great theoretical and practical significance to study the motivation of knowledge workers in construction machinery enterprises. In this paper, we select Liansheng Branch, a leading enterprise in the construction machinery industry, as the research sample, and analyze the problems existing in the incentive mechanism through the method of field staff interview and questionnaire survey from the current situation of the knowledge worker motivation in this enterprise. These problems include: unreasonable incentive structure, too much emphasis on material incentive, imperfect incentive measures, inadequate job incentive, unclear incentive guidance, unscientific incentive methods, and so on. Then analyze the underlying causes of these problems, such as managers lack of sufficient understanding of the needs of knowledge workers; incentive measures combination effect is not obvious; incentive mechanisms are not perfect and so on. Finally, combined with the enterprise nature and industry characteristics of Zoomlion, the paper puts forward specific measures to optimize and improve the incentive mechanism of knowledge workers from the organizational level, team level and individual level, respectively. On the basis of grasping the demand of knowledge workers, we should optimize the incentive structure, increase more spiritual incentive measures and improve and perfect the salary and welfare system of knowledge workers and so on.
【学位授予单位】：南华大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.4

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