本文選題：制造業(yè) + 技術(shù)工人��； 參考：《中國(guó)海洋大學(xué)》2015年碩士論文

【摘要】：當(dāng)前,全球經(jīng)濟(jì)都進(jìn)入了一體化時(shí)代,我國(guó)逐漸成為了世界第二大經(jīng)濟(jì)體。經(jīng)濟(jì)體制的全而改革,帶動(dòng)了中國(guó)企業(yè)的數(shù)量不斷增加,尤其是制造型的企業(yè)數(shù)量越來越多,而我國(guó)憑借著擁有豐富的資源和廉價(jià)的勞動(dòng)力,加上大規(guī)模的生產(chǎn)基地和日益強(qiáng)大的制造能力,已經(jīng)成為名副其實(shí)的世界大工廠。企業(yè)之間的競(jìng)爭(zhēng)在日益加劇,什么是企業(yè)的核心競(jìng)爭(zhēng)力,成為把握好一個(gè)企業(yè)的發(fā)展方向的關(guān)鍵點(diǎn)。任何公司在生產(chǎn)要素的經(jīng)營(yíng)過程,包括資金,土地,技術(shù),市場(chǎng)營(yíng)銷,人力等方面,包括人力資源,正逐步被重視作為企業(yè)的核心競(jìng)爭(zhēng)力的管理。在制造型企業(yè)中,人力資源包含了管理類人員、專業(yè)技術(shù)人員和技術(shù)工人,這三種類型的人在企業(yè)中呈金字塔分布。其中,企業(yè)生產(chǎn)產(chǎn)品的最終實(shí)現(xiàn)者就是一線的技術(shù)工人,而如何最大程度的發(fā)揮技術(shù)工人的作用,如何能通過對(duì)工人的激勵(lì)來達(dá)到提高工作效率的目的,如何能鼓勵(lì)技術(shù)工人的主觀能動(dòng)性最大化,是企業(yè)管理者要面臨的一個(gè)很重要的管理問題。本文通過對(duì)中國(guó)制造業(yè)技術(shù)工人如何激勵(lì)及激勵(lì)思想的發(fā)展背景和過程中存在的問題進(jìn)行分析,并以國(guó)內(nèi)外相關(guān)資料和文獻(xiàn)為基礎(chǔ),通過多層次,多角度的分析,以PMC技術(shù)工人激勵(lì)制度的現(xiàn)狀和問題為主要分析點(diǎn),采用問卷調(diào)查法,訪談法對(duì)技術(shù)工人的工作需求方面和工作滿意度做調(diào)查和分析,找到針對(duì)于技術(shù)工人的激勵(lì)要點(diǎn),有目標(biāo)地進(jìn)行技術(shù)工人的激勵(lì)措施,充分調(diào)動(dòng)技術(shù)工人的工作主動(dòng)性和創(chuàng)造性,努力提高技術(shù)工人的工作效率,為了保證公司的快速穩(wěn)定的發(fā)展,企業(yè)必須要建立自身的核心競(jìng)爭(zhēng)力。PMC公司技術(shù)工人的激勵(lì)措施的實(shí)施保障主要從企業(yè)的軟硬環(huán)境的角度來分析并實(shí)施,一方面是企業(yè)的軟環(huán)境,即企業(yè)文化的環(huán)境：一方面是企業(yè)的硬環(huán)境,包括企業(yè)內(nèi)部公司工作環(huán)境、工作設(shè)施等。對(duì)技術(shù)工人目前存在的問題進(jìn)行有針對(duì)性的措施實(shí)施,保障每一項(xiàng)措施都能合情合理并落實(shí)到位,通過多層次多角度地進(jìn)行人力資源管理體系的整合,很好地完善了對(duì)技術(shù)工人的激勵(lì)措施,為公司技術(shù)工人在招聘、培訓(xùn)、發(fā)展和保留,具有重要的現(xiàn)實(shí)意義。本文的研究成果對(duì)其他擁有類似生產(chǎn)線的制造性企業(yè)的技術(shù)工人的激勵(lì)機(jī)制也有一定的參考作用。
[Abstract]:At present, the global economy has entered the era of integration, China has gradually become the second largest economy in the world. The overall reform of the economic system has led to an increase in the number of Chinese enterprises, especially the number of manufacturing enterprises. China relies on abundant resources and cheap labor. Combined with a large-scale production base and increasingly powerful manufacturing capabilities, has become the world's largest factory worthy of the name. The competition among enterprises is becoming more and more serious. What is the core competence of an enterprise becomes the key point to grasp the development direction of an enterprise. Any company in the production factor management process, including capital, land, technology, marketing, human resources and other aspects, including human resources, is gradually being taken as the core competitiveness of the enterprise management. In manufacturing enterprises, human resources include management personnel, professional technicians and skilled workers. These three types of people are distributed pyramid in the enterprise. Among them, the ultimate implementer of the enterprise production product is the first-line skilled workers, and how to maximize the role of skilled workers, how to motivate workers to achieve the purpose of improving work efficiency, How to encourage skilled workers to maximize their initiative is a very important management problem for enterprise managers. This paper analyzes the development background and problems in the process of how to motivate and motivate the skilled workers in China's manufacturing industry, and based on the relevant information and literature at home and abroad, through the multi-level, multi-angle analysis. Taking the current situation and problems of the incentive system of skilled workers in PMC as the main analysis points, this paper makes an investigation and analysis on the aspect of job demand and job satisfaction of skilled workers by means of questionnaire survey and interviews, and finds out the key points of incentive for skilled workers. In order to ensure the rapid and stable development of the company, the incentive measures for skilled workers should be carried out in a targeted manner, and the initiative and creativity of skilled workers should be fully mobilized, and the work efficiency of skilled workers should be improved. Enterprises must establish their own core competence. The implementation of incentive measures for technical workers in PMC Company is mainly analyzed and implemented from the point of view of the soft and hard environment of the enterprise, on the one hand, the soft environment of the enterprise. That is, the environment of corporate culture: on the one hand, the company's hard environment, including the company's internal working environment, working facilities, and so on. To carry out targeted measures to solve the existing problems of skilled workers, to ensure that each measure can be reasonably implemented and put into effect, and to integrate the human resources management system in a multi-level and multi-angle way. It is of great practical significance to perfect the incentive measures for the skilled workers and to recruit, train, develop and retain the skilled workers in the company. The research results of this paper can also be used as a reference for the incentive mechanism of other manufacturing enterprises with similar production lines.
【學(xué)位授予單位】：中國(guó)海洋大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92

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