發(fā)布時間：2018-04-24 21:39

  本文選題：國有企業(yè) + 員工�。� 參考：《廣西大學》2014年碩士論文

【摘要】：自人類社會迎來知識經濟時代以來,人力資源已成為企業(yè)不可或缺的一種戰(zhàn)略資源,人力資源管理的職能也從過去的人事管理轉化為了戰(zhàn)略管理。在人力資源管理中,最重要的內容就是激勵與激勵機制。所以,對企業(yè)的激勵機制與激勵問題進行研究與分析,對企業(yè)提高人力資源管理水平意義重大,企業(yè)人力資源管理成功與否關鍵在于激勵機制的科學性。作為替企業(yè)創(chuàng)造財富的主體,員工對企業(yè)的發(fā)展來說是一把雙刃劍,他們不但具有創(chuàng)造力和動力,同時也擁有破壞力。簡言之,他們能帶領企業(yè)走向成功,同時也會使企業(yè)覆亡。目前,不少企業(yè)由于無法有效的激發(fā)員工的工作熱情而出現了員工創(chuàng)新度低、人員流失率高和工作滿意度低的問題。目前,企業(yè)人力資源戰(zhàn)略管理最棘手的問題就是怎樣構建一個科學的激勵機制,怎樣有效地激勵員工,這同時也是提高企業(yè)競爭力的手段。 GXLT公司是一家國有旅游投資企業(yè),近年來隨著企業(yè)規(guī)模的擴大和轉型發(fā)展,企業(yè)中引進高層次、年輕化人才越來越多,新進人員為企業(yè)近年來快速轉型發(fā)展起到了不可替代的作用。但是,隨著公司快速發(fā)展,新進人員的增多,公司傳統(tǒng)的員工激勵機制相對現代企業(yè)人力資源管理顯得有些滯后。GXLT公司目前正處于快速擴張時期,完善企業(yè)員工激勵機制是企業(yè)面臨的困難之一,為了保證公司健康良好地發(fā)展,對公司員工激勵問題的研究迫在眉睫。如何讓公司擺脫傳統(tǒng)的國有企業(yè)激勵觀念,建立起適合新時期企業(yè)員工的激勵機制,是目前國有企業(yè)需要研究的課題之一。 本文采用理論結合實際的分析方法,對GXLT公司員工激勵創(chuàng)新問題進行探討。第一部分,對本文的選題背景、選題意義、研究目的和國內外有關文獻資料進行了系統(tǒng)的介紹；第二部分,對激勵和激勵機制相關理論要點進行概述,為全文做好理論基礎；第三部分,從政府轉企業(yè)、留學歸國和80后等三類員工入手,對GXLT公司員工激勵現狀進行分析；第四部分,總結出當前GXLT公司員工激勵存在的問題,并指出了完善公司員工激勵問題的目的；第五部分,在理論、現狀分析的基礎上,針對GXLT公司員工激勵存在的問題,給出了相應的對策建議。本論文研究將豐富新時期我國國有企業(yè)人力資源管理理論研究,對GXLT公司人力資源管理工作起到一個參考指導作用。
[Abstract]:Since the human society ushered in the era of knowledge economy, human resources have become an indispensable strategic resource for enterprises, and the function of human resource management has also changed from the past personnel management to strategic management. In human resource management, the most important content is incentive and incentive mechanism. Therefore, it is of great significance to study and analyze the incentive mechanism and incentive problems for enterprises to improve the level of human resource management. The key to the success of enterprise human resource management lies in the scientific nature of the incentive mechanism. As the main body of creating wealth for enterprises, employees are a double-edged sword for the development of enterprises. They not only have creativity and power, but also have destructive power. In short, they can lead the business to success, but also to the end of the business. At present, many enterprises have the problems of low degree of innovation, high turnover rate and low job satisfaction because they can not effectively stimulate the work enthusiasm of their employees. At present, the most difficult problem in the strategic management of enterprise human resources is how to build a scientific incentive mechanism and how to motivate employees effectively, which is also a means to improve the competitiveness of enterprises. GXLT Company is a state-owned tourism investment enterprise. In recent years, with the expansion and transformation of enterprise scale, enterprises have introduced high-level, younger and more talented people. New personnel for the enterprise in recent years has played an irreplaceable role in rapid transformation and development. However, with the rapid development of the company and the increase of new entrants, the traditional employee incentive mechanism of the company is lagging behind the modern enterprise human resource management. GXLT company is currently in a period of rapid expansion. It is one of the difficulties that the enterprise faces to perfect the employee incentive mechanism. In order to ensure the healthy development of the company, it is urgent to study the employee incentive problem. How to let the company get rid of the traditional incentive concept of state-owned enterprises and set up an incentive mechanism suitable for the employees in the new period is one of the topics that the state-owned enterprises need to study at present. In this paper, the theory combined with practical analysis method, GXLT employees incentive innovation issues are discussed. In the first part, the background, significance, purpose of the research and related literature at home and abroad are systematically introduced; the second part, the incentive and incentive mechanism related theoretical points are summarized to provide a good theoretical basis for the full text; The third part, from the government to enterprises, returned to the country and post-80s and other three employees to analyze the status quo of GXLT employees incentive; the fourth part, summed up the current GXLT employees incentive problems, In the fifth part, on the basis of the analysis of theory and current situation, the author puts forward the corresponding countermeasures and suggestions in view of the existing problems of employee incentive in GXLT Company. This paper will enrich the theoretical research of human resource management of state-owned enterprises in China in the new period, and play a reference role in the human resource management of GXLT Company.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F592.6

【參考文獻】

相關期刊論文 前4條

1 蘇一凡;;廣東省高校留學歸國人員績效及其影響因素研究——以廣州十所高校為例[J];華南師范大學學報(社會科學版);2012年04期

2 隋志純;;論知識經濟時代企業(yè)激勵機制的構建[J];中國商貿;2012年05期

3 謝天添;;基于企業(yè)激勵機制實現的路徑探析[J];中小企業(yè)管理與科技(下旬刊);2012年04期

4 孫光明;;關于企業(yè)激勵機制應用的思考[J];現代企業(yè)教育;2012年14期

相關博士學位論文 前1條

1 花雙蓮;企業(yè)社會責任內部控制理論研究[D];中國海洋大學;2011年

，

本文編號：1798345