艺林影视公司员工激励体系研究
发布时间：2019-05-31 17:18
【摘要】：随着社会的不断进步，企业管理者越来越意识到现代企业间的竞争主要在于人才之间的竞争，不再是以前只知道追求企业利润的时代了，新时代的员工普遍都受过教育，工作不仅是养家糊口的手段，还可以体现出人的价值；怎样让员工安心在企业工作，提高团队凝聚力，使得员工自觉地把企业的发展和自己的命运看齐，让员工得到有效的激励，是人力资源管理中最应该受到重视的问题；与传统国企相比，民营企业仍然处于规模上不去和人才留不住的窘境，，所以，提升人力资源管理水平，制定科学有效的员工激励体系已成为民营企业发展道路上必须逾越的障碍。 本篇论文用艺林影视公司为研究背景，以需求层次理论、双因素理论、成就需要理论、ERG理论、内在激励理论等作为理论支撑，通过对公司的人力资源现状和现有激励体系分析，找出其中存在的问题和缺陷，再以访谈的方式与员工近距离交谈，从薪酬福利、绩效考核、个人发展、企业文化四个不同维度出发，向员工提出开放式问题，从员工的反馈中总结出目前需要改进的地方，寻找出有效的激励因素来作为新的员工激励体系设计的基础。 通过研究分析得知，艺林影视公司现有员工激励体系没能很好地起到激励作用，所以导致企业员工流失严重，发展受阻；经过科学合理设计后的员工激励体系包含了员工对于薪酬福利、绩效考核、个人发展、企业文化四个方面的激励需求，对员工的激励和以前相比更加全面、有效，使得企业内部更加团结，人力资源结构更加稳定，促使员工自觉地将个人目标与企业未来发展相统一，逐步实现两者的共同目标。
[Abstract]:With the continuous progress of society, enterprise managers are more and more aware that the competition among modern enterprises mainly lies in the competition among talents. It is no longer an era when only the pursuit of corporate profits is known, and the employees in the new era are generally educated. Work is not only a means of supporting the family, but also reflects the value of people; How to make the staff feel at ease in the enterprise, improve the cohesion of the team, make the staff consciously match the development of the enterprise with their own destiny, so that the staff can get effective incentive, is the most important problem in human resource management. Compared with the traditional state-owned enterprises, private enterprises are still in the quandary of not going on scale and not being able to keep talents. Therefore, we should improve the level of human resources management. The establishment of scientific and effective employee incentive system has become an obstacle that must be overcome in the development of private enterprises. This paper takes Yilin Film and Television Company as the research background, based on the theory of demand hierarchy, two-factor theory, achievement need theory, ERG theory, internal incentive theory and so on. Through the analysis of the present situation of human resources and the existing incentive system of the company, this paper finds out the existing problems and defects, and then talks closely with the employees in the form of interviews, from salary and welfare, performance appraisal, personal development. Starting from the four different dimensions of corporate culture, this paper puts forward open questions to employees, summarizes the areas that need to be improved from the feedback of employees, and finds out the effective incentive factors as the basis of the design of the new employee incentive system. Through the research and analysis, it is found that the existing employee incentive system of Yilin Film and Television Company has not played a good role in incentive, so the loss of employees in the enterprise is serious and the development of the company is hindered. After scientific and reasonable design, the employee incentive system includes the incentive demand of employees for salary and welfare, performance appraisal, personal development and corporate culture, and the incentive for employees is more comprehensive and effective than before. It makes the enterprise more United and the human resource structure more stable, which urges the employees to consciously unify their personal goals with the future development of the enterprise, and gradually realize the common goals of the two.
【学位授予单位】：中国地质大学（北京）
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;J94
[Abstract]:With the continuous progress of society, enterprise managers are more and more aware that the competition among modern enterprises mainly lies in the competition among talents. It is no longer an era when only the pursuit of corporate profits is known, and the employees in the new era are generally educated. Work is not only a means of supporting the family, but also reflects the value of people; How to make the staff feel at ease in the enterprise, improve the cohesion of the team, make the staff consciously match the development of the enterprise with their own destiny, so that the staff can get effective incentive, is the most important problem in human resource management. Compared with the traditional state-owned enterprises, private enterprises are still in the quandary of not going on scale and not being able to keep talents. Therefore, we should improve the level of human resources management. The establishment of scientific and effective employee incentive system has become an obstacle that must be overcome in the development of private enterprises. This paper takes Yilin Film and Television Company as the research background, based on the theory of demand hierarchy, two-factor theory, achievement need theory, ERG theory, internal incentive theory and so on. Through the analysis of the present situation of human resources and the existing incentive system of the company, this paper finds out the existing problems and defects, and then talks closely with the employees in the form of interviews, from salary and welfare, performance appraisal, personal development. Starting from the four different dimensions of corporate culture, this paper puts forward open questions to employees, summarizes the areas that need to be improved from the feedback of employees, and finds out the effective incentive factors as the basis of the design of the new employee incentive system. Through the research and analysis, it is found that the existing employee incentive system of Yilin Film and Television Company has not played a good role in incentive, so the loss of employees in the enterprise is serious and the development of the company is hindered. After scientific and reasonable design, the employee incentive system includes the incentive demand of employees for salary and welfare, performance appraisal, personal development and corporate culture, and the incentive for employees is more comprehensive and effective than before. It makes the enterprise more United and the human resource structure more stable, which urges the employees to consciously unify their personal goals with the future development of the enterprise, and gradually realize the common goals of the two.
【学位授予单位】：中国地质大学（北京）
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;J94
【参考文献】
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