發(fā)布時(shí)間：2018-06-16 00:38

  本文選題：北方創(chuàng)業(yè)股份有限公司 + 工藝設(shè)計(jì)人員　； 參考：《湖南大學(xué)》2013年碩士論文

【摘要】：企業(yè)效率源于企業(yè)管理,企業(yè)管理的本質(zhì)就是對(duì)人的管理,尤其是對(duì)掌握著最前沿知識(shí)和技術(shù)的工藝設(shè)計(jì)人員的管理,他們是“科技”這一關(guān)鍵詞的承載者,他們水平的高低,直接決定了企業(yè)核心競(jìng)爭(zhēng)力在市場(chǎng)中所處的地位,因此他們是保持企業(yè)核心競(jìng)爭(zhēng)力的關(guān)鍵。由于我國(guó)的激勵(lì)機(jī)制起步較晚,加之現(xiàn)今企業(yè)對(duì)工藝設(shè)計(jì)人員的激勵(lì)不重視,因此無(wú)法有效地調(diào)動(dòng)工藝設(shè)計(jì)人員的積極性,自然影響了企業(yè)的市場(chǎng)競(jìng)爭(zhēng)力。要改變這一現(xiàn)狀,企業(yè)需對(duì)他們建立一套特殊的不同于普通員工的激勵(lì)體系。 本文首先通過(guò)對(duì)激勵(lì)基本理論的研究與借鑒,結(jié)合北方創(chuàng)業(yè)股份有限公司對(duì)現(xiàn)有工藝設(shè)計(jì)人員激勵(lì)制度的實(shí)地調(diào)查,發(fā)掘了北創(chuàng)公司現(xiàn)激勵(lì)制度中存在的問(wèn)題,而后制作薪酬調(diào)查滿意度問(wèn)卷,收集工藝設(shè)計(jì)人員對(duì)當(dāng)前薪酬制度的滿意度,并分析他們的真正需求,再?gòu)谋眲?chuàng)公司激勵(lì)制度中存在的問(wèn)題著手,圍繞工藝設(shè)計(jì)人員的真正需求,對(duì)公司現(xiàn)有的激勵(lì)制度依次從薪酬激勵(lì)上建立與考核掛鉤的績(jī)效工資體系、在精神激勵(lì)上擴(kuò)充組織與企業(yè)層面的精神激勵(lì)、在工作激勵(lì)中引入H型職位激勵(lì)并實(shí)施目標(biāo)管理等一系列改進(jìn),使公司對(duì)工藝設(shè)計(jì)人員激勵(lì)較為合理有效。 對(duì)工藝設(shè)計(jì)人員的有效激勵(lì)不僅是保持公司核心競(jìng)爭(zhēng)力的關(guān)鍵,同時(shí)也是提高公司生產(chǎn)效率的根本,因此,為使改進(jìn)后的激勵(lì)制度能夠有效的實(shí)施,本文在激勵(lì)制度中引入了競(jìng)爭(zhēng)機(jī)制,同時(shí)建立了績(jī)效考核制度,并配套制定了考核結(jié)果的運(yùn)用制度,可作為同類人員激勵(lì)制度改進(jìn)的借鑒。
[Abstract]:Enterprise efficiency originates from enterprise management. The essence of enterprise management is the management of people, especially the management of process designers who have the most advanced knowledge and technology. They are the bearer of the key word "science and technology", and their level is high and low. It directly determines the position of the core competence of enterprises in the market, so they are the key to keep the core competence of enterprises. Due to the late start of incentive mechanism in our country and the fact that enterprises pay little attention to the incentive of process designers nowadays, it is impossible to mobilize the enthusiasm of process designers effectively, which naturally affects the market competitiveness of enterprises. To change this situation, enterprises need to set up a special incentive system different from ordinary employees. First of all, through the research and reference to the basic theory of incentive, combined with the field investigation of the incentive system for the existing process designers of the North Venture Company Limited, this paper explores the existing problems in the current incentive system of Beichuang Company. Then we make the satisfaction questionnaire of compensation survey, collect the satisfaction of process designers on the current compensation system, and analyze their real needs, and then start with the problems existing in the incentive system of Beichang Company. According to the real demand of the process designers, the existing incentive system of the company establishes the performance salary system linked with the appraisal from the salary incentive in turn, and expands the spirit incentive of the organization and the enterprise level on the spiritual incentive. A series of improvements such as H type position incentive and target management are introduced in the job incentive, which makes the incentive to the process designer more reasonable and effective. The effective incentive to process designers is not only the key to maintain the core competitiveness of the company, but also the fundamental to improve the production efficiency of the company. Therefore, in order to make the improved incentive system can be effectively implemented, This paper introduces the competition mechanism into the incentive system, establishes the performance appraisal system, and sets up the application system of the evaluation result, which can be used as a reference for the improvement of the same kind of personnel incentive system.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F426.4;F272.92

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