【摘要】：眾所周知,當(dāng)今時(shí)代,人力資源作為企業(yè)中最重要的資源,已經(jīng)變的越來越重要,決定著企業(yè)的興衰成敗。因此如何針對企業(yè)自身的特點(diǎn),調(diào)動(dòng)科技人員的主動(dòng)性、創(chuàng)造性,使其為企業(yè)發(fā)展創(chuàng)造更多的財(cái)富,成為每一個(gè)企業(yè)必須要面對和思考的一個(gè)問題。而激勵(lì)作為人力資源管理的重要內(nèi)容,主要目的就是激發(fā)員工的工作潛能,來實(shí)現(xiàn)企業(yè)的發(fā)展戰(zhàn)略。因此,對于DG研究院而言,構(gòu)建有效的核心科技人員激勵(lì)機(jī)制是該研究院實(shí)現(xiàn)可持續(xù)發(fā)展的關(guān)鍵。 本文從介紹相關(guān)激勵(lì)理論和分析DG研究院核心科技人員現(xiàn)狀入手,通過對核心科技人員問卷調(diào)查、個(gè)別訪談等方法,分析了DG研究院目前核心科技人員激勵(lì)機(jī)制存在的問題以及對其原因進(jìn)行了分析。通過對核心科技人員滿意度調(diào)查,從以滿足核心科技人員需求出發(fā),把以薪酬分配為基礎(chǔ)的物質(zhì)激勵(lì)與員工職業(yè)生涯發(fā)展規(guī)劃、完善績效考核、營造良好環(huán)境等非物質(zhì)激勵(lì)相結(jié)合,從多個(gè)角度有針對性的構(gòu)建激勵(lì)機(jī)制,同時(shí)提出實(shí)施建議以及校正措施。 通過本文研究得出以下結(jié)論：一套有效的激勵(lì)機(jī)制是調(diào)動(dòng)核心科技人員積極性的重要手段,對組織完成目標(biāo)有積極的促進(jìn)作用。科技人員渴望有成就感以及自身價(jià)值被認(rèn)可的需要,但是也不能忽視他們的物質(zhì)需要,構(gòu)建激勵(lì)機(jī)制應(yīng)該從滿足核心科技人員的需求出發(fā),只有對核心科技人員的不同時(shí)期不同階段的需求有針對性的研究,才能制定出行之有效的激勵(lì)機(jī)制。 本文的研究,對DG研究院人力資源管理中完善激勵(lì)機(jī)制具有一定的參考價(jià)值,對于同行業(yè)類似問題也有一定的借鑒意義。
[Abstract]:As we all know, human resources, as the most important resources in enterprises, have become more and more important, which determines the success or failure of enterprises. Therefore, how to mobilize the initiative and creativity of scientific and technological personnel according to the characteristics of the enterprise itself, so that it can create more wealth for the development of the enterprise, has become a problem that every enterprise must face and think about. As an important part of human resource management, the main purpose of incentive is to stimulate the working potential of employees to realize the development strategy of the enterprise. Therefore, for DG Research Institute, the key to achieve sustainable development is to construct an effective incentive mechanism for core scientific and technological personnel. This paper starts with the introduction of the relevant incentive theory and the analysis of the current situation of the core scientific and technological personnel of DG Research Institute, through the questionnaire survey of the core scientific and technological personnel, individual interviews and other methods. This paper analyzes the problems existing in the incentive mechanism of core scientific and technological personnel in DG Research Institute and analyzes its causes. Through the survey of the satisfaction of the core scientific and technological personnel, in order to meet the needs of the core scientific and technological personnel, the material incentive based on salary distribution and the career development plan of the employees are put forward, and the performance appraisal is improved. Combining the construction of non-material incentives such as creating a good environment, the incentive mechanism is constructed from many angles, and the implementation suggestions and correction measures are put forward at the same time. Through the study of this paper, the following conclusions are drawn: a set of effective incentive mechanism is an important means to mobilize the enthusiasm of core scientific and technological personnel, and plays a positive role in promoting the achievement of the goals of the organization. Scientific and technological personnel are eager to have a sense of achievement and the need for their own value to be recognized, but they can not ignore their material needs, and the construction of incentive mechanisms should be based on meeting the needs of core scientific and technological personnel. Only by studying the needs of core scientific and technological personnel at different stages in different periods can an effective incentive mechanism be worked out. The research in this paper has certain reference value for perfecting the incentive mechanism in human resource management of DG Research Institute, and also has certain reference significance for similar problems in the same industry.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F426.22;F272.92

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