煙草企業(yè)技能型人才激勵機制研究
發(fā)布時間：2018-08-28 17:36
【摘要】：煙草企業(yè)作為我國國有企業(yè)改革的代表性企業(yè)，既保留了部分行政管理制度，又具備了獨立經營的企業(yè)性質。長期以來，受國有壟斷經營政策的保護，煙草企業(yè)在國內保持著良好的收益水平，，并為國家提供了可觀的稅收，但是，面對國際煙草市場，我國煙草企業(yè)的整體發(fā)展水平并不向其提供的工商稅表現的那么樂觀，當前煙草企業(yè)中人力資源管理的水平不高是造成該現象的主要原因。隨著經濟全球化的深入，國外煙草產品正在逐步進入我國煙草市場，煙草企業(yè)間的自由競爭將更激烈，我國煙草企業(yè)應該結合當前發(fā)展需要，在人力資源管理方面尋求突破，逐漸擺脫對國家政策傾斜的依賴。其突破口就是在保證核心人力資本存量的同時，不斷挖掘人力資源的價值，充分發(fā)揮他們的主觀能動性，為企業(yè)發(fā)展提供人力支撐。目前，對于煙草企業(yè)而言，技能型人才能夠將高新技術轉化為實實在在的生產力，是企業(yè)技術革新、產品升級的重要保證，如何有效地激勵技能性人才，激發(fā)他們的潛能，通過高效地工作和技術的創(chuàng)新為企業(yè)創(chuàng)造更多價值，是當今經濟全球化背景下，提高我國煙草企業(yè)國際競爭力的關鍵。 全文以煙草企業(yè)技能型人才激勵機制為研究的切入點，全面了解我國煙草企業(yè)的行業(yè)背景和技能型人才的特征，在此基礎上，全面收集有關技能型人才激勵機制的信息，對煙草企業(yè)技能型人才激勵的現狀進行了闡述；然后，分析了煙草企業(yè)技能型人才激勵機制現狀中存在的問題，主要體現在晉升機制不健全、薪酬激勵缺乏彈性、績效考核體系不健全、職業(yè)生涯規(guī)劃模糊和職業(yè)技能培訓激勵效果不明顯這五方面；接著，借助系統(tǒng)基礎模型圍繞薪酬激勵、晉升激勵和培訓激勵三方面對激勵機制中存在的問題進行了動態(tài)剖析，得出問題的成因并找出杠桿效率解，并以此分析思路對A煙草公司進行了典型分析，得到煙草企業(yè)技能型人才激勵的相關啟發(fā)；最后提出完善煙草企業(yè)技能型人才激勵機制的對策建議。 本文旨在通過對煙草企業(yè)技能型人才激勵機制的研究，發(fā)現煙草企業(yè)技能型人才激勵機制中存在的問題，針對性地解決激勵問題，從而有效地激發(fā)技能型人才的工作潛能，提高煙草企業(yè)中技能型人才的整體素質，為煙草企業(yè)的技術更新、產品升級提供重要的技術和人力支撐，同時也為我國其他壟斷經營的國有企業(yè)今后的發(fā)展過程中技能型人才隊伍建設提供借鑒和啟示。
[Abstract]:As a representative enterprise of the reform of state-owned enterprises in China, tobacco enterprises not only retain part of the administrative system, but also possess the nature of independent operation. With the deepening of economic globalization, foreign tobacco products are gradually entering China's tobacco market and the freedom among tobacco enterprises. Competition will be more intense. Tobacco enterprises in China should seek breakthroughs in human resource management and gradually get rid of the dependence on national policies in light of the current development needs. The breakthrough is to ensure the stock of core human capital while continuously tapping the value of human resources, giving full play to their subjective initiative for the development of enterprises. At present, for tobacco enterprises, skilled personnel can transform high and new technology into real productivity, which is an important guarantee for technological innovation and product upgrading. How to effectively motivate skilled personnel, stimulate their potential, and create more value for enterprises through efficient work and technological innovation? It is the key to improve the international competitiveness of China's tobacco enterprises under the background of economic globalization.
This paper takes the incentive mechanism for skilled personnel in tobacco enterprises as the starting point, comprehensively understands the industry background and the characteristics of skilled personnel in China's tobacco enterprises. On this basis, it comprehensively collects information about the incentive mechanism for skilled personnel and expounds the current situation of the incentive mechanism for skilled personnel in tobacco enterprises. The existing problems of the incentive mechanism for skilled personnel in enterprises are mainly reflected in the following five aspects: the imperfect promotion mechanism, the lack of flexibility of salary incentive, the imperfect performance appraisal system, the fuzzy career planning and the ineffective incentive effect of vocational skill training; then, with the help of the system basic model, the incentive mechanism for promotion and training is centered around the incentive mechanism. Three aspects of training and incentive dynamic analysis of the existing problems in the incentive mechanism, to find out the causes of the problem and find out the solution of leverage efficiency, and based on this analysis of ideas on A tobacco company a typical analysis, get the relevant inspiration of the incentive of skilled personnel in tobacco enterprises; finally put forward to improve the incentive mechanism of skilled personnel in tobacco enterprises Suggestions.
The purpose of this paper is to find out the problems existing in the incentive mechanism of skilled talents in tobacco enterprises and solve the incentive problems pertinently, so as to effectively stimulate the working potential of skilled talents, improve the overall quality of skilled talents in tobacco enterprises, and update the technology of tobacco enterprises. At the same time, it also provides reference and Enlightenment for the construction of skilled personnel in the future development of other monopoly state-owned enterprises.
【學位授予單位】：貴州財經大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.89
本文編號：2210094
[Abstract]:As a representative enterprise of the reform of state-owned enterprises in China, tobacco enterprises not only retain part of the administrative system, but also possess the nature of independent operation. With the deepening of economic globalization, foreign tobacco products are gradually entering China's tobacco market and the freedom among tobacco enterprises. Competition will be more intense. Tobacco enterprises in China should seek breakthroughs in human resource management and gradually get rid of the dependence on national policies in light of the current development needs. The breakthrough is to ensure the stock of core human capital while continuously tapping the value of human resources, giving full play to their subjective initiative for the development of enterprises. At present, for tobacco enterprises, skilled personnel can transform high and new technology into real productivity, which is an important guarantee for technological innovation and product upgrading. How to effectively motivate skilled personnel, stimulate their potential, and create more value for enterprises through efficient work and technological innovation? It is the key to improve the international competitiveness of China's tobacco enterprises under the background of economic globalization.
This paper takes the incentive mechanism for skilled personnel in tobacco enterprises as the starting point, comprehensively understands the industry background and the characteristics of skilled personnel in China's tobacco enterprises. On this basis, it comprehensively collects information about the incentive mechanism for skilled personnel and expounds the current situation of the incentive mechanism for skilled personnel in tobacco enterprises. The existing problems of the incentive mechanism for skilled personnel in enterprises are mainly reflected in the following five aspects: the imperfect promotion mechanism, the lack of flexibility of salary incentive, the imperfect performance appraisal system, the fuzzy career planning and the ineffective incentive effect of vocational skill training; then, with the help of the system basic model, the incentive mechanism for promotion and training is centered around the incentive mechanism. Three aspects of training and incentive dynamic analysis of the existing problems in the incentive mechanism, to find out the causes of the problem and find out the solution of leverage efficiency, and based on this analysis of ideas on A tobacco company a typical analysis, get the relevant inspiration of the incentive of skilled personnel in tobacco enterprises; finally put forward to improve the incentive mechanism of skilled personnel in tobacco enterprises Suggestions.
The purpose of this paper is to find out the problems existing in the incentive mechanism of skilled talents in tobacco enterprises and solve the incentive problems pertinently, so as to effectively stimulate the working potential of skilled talents, improve the overall quality of skilled talents in tobacco enterprises, and update the technology of tobacco enterprises. At the same time, it also provides reference and Enlightenment for the construction of skilled personnel in the future development of other monopoly state-owned enterprises.
【學位授予單位】：貴州財經大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.89
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