济南网通公司人力资源激励制度研究

发布时间：2018-02-27 04:35

本文关键词： 人力资源激励机制非物质激励迟延效应　出处：《天津大学》2007年硕士论文　论文类型：学位论文

【摘要】： 在当今的中国,通信企业几大龙头共享市场,进入WTO以后,为适应市场经济的需要,政府一再强调外资通讯公司可以在适当的时机进入中国市场,一时间各大通信公司剑拔弩张,竞争处于白热化阶段。各大公司在街头巷尾都作了铺天盖地的广告,为自己的产品寻求潜在的市场。而竞争的核心则在于对人才的竞争,企业的灵魂是企业的员工,员工的素质决定企业的优劣,怎样发挥员工的积极性、创造性,让员工为企业做出自己最大的努力,这是当今企业都在寻求的实现企业目标的一个必备的条件。本文首先对选题的背景做了介绍,查阅了古今中外大量的文献,并进行了详细的论述。然后对济南网通公司进行了随机调查问卷,问卷内容包括济南网通公司的现行激励制度的设计状况、运行状况,把员工按照不同工作性质,不同职位,不同学历,不同工资水平等进行分类,对其分别进行调研、统计、分析,在此基础上找到济南网通公司现行的激励机制存在的问题,并在文章的最后一部分提出有针对性的人才激励政策建议。本论文通过调查得出济南网通公司存在的几个严重制约企业的瓶颈问题:企业对员工的激励的设计缺乏长效机制,忽视对员工激励实施中存在的迟滞效应,对职工的非薪金激励机制不到位,致使员工的团体意识淡漠,并分析了问题出现的原因。本文在已有的理论基础上进行了一定的创新,提出了一些理论原则,可行性措施和具体的激励方式,这些都有利于公司的激励机制的可行性操作,以期能为同行业企业的人力资源的激励机制的建立和实施做出基础性的理论贡献。
[Abstract]:In today's China, several leading telecommunications enterprises share the market. After entering WTO, in order to meet the needs of the market economy, the government has repeatedly stressed that foreign communication companies can enter the Chinese market at an appropriate time. At one time, the major communications companies at loggerheads, the competition is in the white-hot stage. Every major company has made numerous advertisements on the streets and lanes to seek a potential market for its products. The core of the competition lies in the competition for talents. The soul of the enterprise is the employees of the enterprise, and the quality of the employees determines the quality of the enterprise. How to give full play to the enthusiasm and creativity of employees and make employees make their best efforts for enterprises is a necessary condition for enterprises to achieve their goals. This paper first introduces the background of the topic, looks up a large number of literature, and discusses it in detail, and then carries out a random questionnaire to Jinan Netcom Company. The contents of the questionnaire include the design and operation of the current incentive system of Jinan Netcom Company. The employees are classified according to different working properties, different positions, different academic qualifications, different salary levels, etc. On the basis of the analysis, this paper finds out the existing problems in the incentive mechanism of Jinan Netcom Company, and puts forward some suggestions on the talent incentive policy in the last part of the article. Through the investigation, this paper concludes that there are several bottleneck problems in Jinan Netcom Company: the design of incentive to employees is short of long-term mechanism, and the hysteresis effect exists in the implementation of incentive to employees is ignored. The non-salary incentive mechanism of the staff is not in place, which causes the staff's group consciousness to be indifferent, and analyzes the causes of the problems. This paper makes some innovations on the basis of the existing theories, and puts forward some theoretical principles. The feasibility measures and specific incentive methods are beneficial to the feasible operation of the incentive mechanism of the company, in the hope of making a basic theoretical contribution to the establishment and implementation of the incentive mechanism of human resources in the same industry enterprises.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2007
【分类号】：F272.92;F626

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