R公司一线员工激励问题研究

发布时间：2019-03-01 08:17

【摘要】：中国经济经过半个多世纪的发展,从新中国的一穷二白到改革开放再到大国崛起,中国经济正迎来一个百年难遇的发展机遇,国民制造业也是迎来了前所未有的机遇和挑战,这些都是党的正确领导和全国各族人民的努力拼搏的结果。自十八大后我们更将迎来制造业发展的良机,伴随着市场经济的不断发展和日益完善,以及全球经济布局的巨大变化,我国的制造业在迎来机遇的同时也面临巨大的挑战。劳动力优势的丧失,员工工作积极性不高、生产力低下,劳动强度大,员工离职率居高不下,东南亚制造业的崛起,这些因素无时无刻不在考验着中国制造业[1]。世界经济在考验中国经济的同时,中国制造业也在考研我们制造业管理者。同属制造业的R公司在这样的背景形势下.同样面临着劳动力优势的丧失,员工工作积极性不高、生产力低下,劳动强度大,员工离职率居高不下等问题。那么,作为R公司的管理者首要任务就是如何将这些问题降至最低,如何提高员工的工作积极性从而提高生产效率,这也是本文研究的重点内容。本文通过对于R公司的现状总结,通过现有材料总结法,问卷调查法,访谈法,定量和定性分析结合法这四种主要的分析方法总结出R公司所存在的问题,我们带着这些问题,对R公司进行深入分析。在分析R公司的经营问题以及现有的人员激励方案时我们发现R公司的制造危机主要表现为"一线员工的危机"。制造企业关键环节就是人,我要是想在现有员工的基础上去增加企业的竞争力,进而扩大企业的利润率,那么就需要使用科学有效的激励政策去开发员工的潜在能力,调动员工的积极性使得员工为企业奋斗,激励他们创造更大的价值。我们应当加强企业内部管理,通过高效的激励政策使我们的员工科学、高效的投入到制造生产中去,提升企业竞争力,扩大公司利润。我们针对R公司的实际案例给出了非常具有针对性的解决方案——一线员工激励方案。本文希望通过对于R公司这个个案的研究可以延伸到整个行业中,从而提炼出具有普遍实用意义的针对制造业一线员工的激励方案。
[Abstract]:After more than half a century of development in China's economy, from the poverty of the people's Republic of China to the reform and opening-up to the rise of a large country, China's economy is ushered in a once-in-a-century development opportunity, and the national manufacturing industry has also ushered in unprecedented opportunities and challenges. These are the result of the correct leadership of the Party and the efforts of the people of all ethnic groups throughout the country. Since the 18th National Congress, we will usher in a good opportunity for the development of manufacturing industry. With the continuous development and improvement of the market economy, as well as the great changes in the global economic layout, the manufacturing industry of our country is also facing great challenges at the same time as the opportunity is ushered in. The loss of labor advantage, low productivity, high labor intensity, high turnover rate and the rise of manufacturing industry in Southeast Asia are testing the Chinese manufacturing industry all the time. While the world economy is testing China's economy, China's manufacturing industry is also taking the postgraduate entrance examination of our manufacturing managers. The R company, which belongs to the same manufacturing industry, is in such a background situation. It also faces the loss of labor advantage, low enthusiasm, low productivity, high labor intensity, high turnover rate and so on. Then, as a manager of R Company, the first task is how to minimize these problems and how to improve the enthusiasm of employees so as to improve production efficiency, which is also the focus of this paper. This paper summarizes the current situation of R Company, and summarizes the problems existing in R Company through four main analysis methods: summary of existing materials, questionnaire survey, interview, quantitative and qualitative analysis, and we take these problems with us. Conduct in-depth analysis of R Company. In analyzing the operating problems of R Company and the current personnel incentive schemes, we find that the manufacturing crisis of R Company is mainly expressed as "the crisis of first-line employees". The key link in manufacturing enterprises is people. If I want to increase the competitiveness of the enterprise on the basis of the existing employees, and then expand the profit margin of the enterprise, then we need to use scientific and effective incentive policies to develop the potential capabilities of employees. Mobilize the enthusiasm of employees so that they strive for the enterprise and encourage them to create greater value. We should strengthen the internal management of the enterprise, through the efficient incentive policy to make our staff scientific, efficient input into the manufacturing production, improve the competitiveness of the enterprise, expand the company's profits. We have given a very targeted solution to R Company's actual case-first-line employee incentive scheme. This paper hopes that the case study of R Company can be extended to the whole industry, so as to extract the general practical incentive scheme for the first-line workers in manufacturing industry.
【学位授予单位】：南京农业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.6

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