本文選題：BN廣電網(wǎng)絡(luò)公司 + 員工��； 參考：《云南財(cái)經(jīng)大學(xué)》2015年碩士論文

【摘要】：企業(yè)的“企”字,寓意是無(wú)人則止,人力資源管理是企業(yè)運(yùn)營(yíng)管理的核心,一個(gè)企業(yè)的活力,一個(gè)團(tuán)隊(duì)的執(zhí)行力和戰(zhàn)斗力,與企業(yè)人力資源管理的效能息息相關(guān),而激勵(lì)機(jī)制的建立,又是一個(gè)企業(yè)人力資源管理的重中之重的一項(xiàng)工作,它對(duì)團(tuán)隊(duì)工作的積極性、主動(dòng)性、創(chuàng)造性,團(tuán)隊(duì)工作的效率,以及員工對(duì)企業(yè)的忠誠(chéng)度、認(rèn)同度、歸屬感、使命感起到關(guān)鍵性的作用。BN廣電網(wǎng)絡(luò)公司是我省某大型國(guó)有企業(yè)下屬的一個(gè)分公司,公司人心穩(wěn)定,發(fā)展平穩(wěn)。但因公司前身屬于事業(yè)單位,2005年才完成“事轉(zhuǎn)企”,實(shí)行企業(yè)化運(yùn)作的時(shí)間不長(zhǎng),人員大鍋飯意識(shí)嚴(yán)重,危機(jī)意識(shí)和競(jìng)爭(zhēng)意識(shí)淡薄,企業(yè)員工隊(duì)伍缺乏積極向上的朝氣。企業(yè)管理者雖認(rèn)識(shí)到激勵(lì)機(jī)制建設(shè)的重要性,也相繼建立了一些激勵(lì)制度,雖取得了一定效果,但現(xiàn)有激勵(lì)機(jī)制仍存在許多問(wèn)題,如薪酬體系不合理、業(yè)務(wù)提成激勵(lì)盲目、過(guò)度,一線與后臺(tái)分配嚴(yán)重失衡,考核不完善、不科學(xué),員工職務(wù)和職稱(chēng)晉升通道不健全,培訓(xùn)機(jī)制不健全、企業(yè)文化建設(shè)簡(jiǎn)單、淺薄等。尤其是公司行政職能部門(mén)(后臺(tái)支撐部門(mén)),因其不像一線營(yíng)銷(xiāo)部門(mén)那樣具備確切的經(jīng)營(yíng)指標(biāo),工作的完成情況可以進(jìn)行量化考核。他們更多的是從事一些事務(wù)性的工作。工作量的多少、工作時(shí)限往往要根據(jù)其他部門(mén)的工作來(lái)決定。因此,對(duì)于行政職能部門(mén),其工作大多圍繞一線經(jīng)營(yíng)部門(mén)而開(kāi)展,且事務(wù)性工作占據(jù)了整個(gè)工作的主體,工作無(wú)法量化,客觀上造成了績(jī)效管理難度較大,為完善激勵(lì)機(jī)制埋下了隱患。加之公司決策層對(duì)于行政職能部門(mén)激勵(lì)機(jī)制的不重視,導(dǎo)致行政職能部門(mén)人員工作積極性難以調(diào)動(dòng),員工對(duì)于分配不均怨氣較大,普遍缺乏工作主動(dòng)性,許多崗位人浮于事,工作節(jié)奏緩慢、效率低下,缺乏現(xiàn)代企業(yè)應(yīng)有的活力與動(dòng)力。本論文首先對(duì)文章的研究意義、研究方法、公司情況等作系統(tǒng)介紹。然后把國(guó)內(nèi)外相關(guān)激勵(lì)理論的研究現(xiàn)狀進(jìn)行闡述,指出激勵(lì)理論對(duì)企業(yè)建立有效激勵(lì)機(jī)制的重要性;其次,本文在查閱大量文獻(xiàn)及問(wèn)卷調(diào)查的基礎(chǔ)上,對(duì)BN廣電網(wǎng)絡(luò)公司的激勵(lì)狀況進(jìn)行了分析,得出了BN廣電網(wǎng)絡(luò)公司現(xiàn)行激勵(lì)機(jī)制存在的問(wèn)題,并嘗試設(shè)計(jì)了改進(jìn)方案。因廣電網(wǎng)絡(luò)行業(yè)政治屬性和社會(huì)屬性較強(qiáng)的特殊性,且雖在全國(guó)各省各地州都有該行業(yè)的經(jīng)營(yíng)單位,但大多省份沒(méi)有實(shí)現(xiàn)經(jīng)營(yíng)整合,更沒(méi)有一個(gè)統(tǒng)一的全國(guó)性公司進(jìn)行統(tǒng)一的管理和規(guī)范,全國(guó)各省在經(jīng)營(yíng)模式上都是各自為政,各成一家。本文的特點(diǎn)在于能夠運(yùn)用激勵(lì)理論去分析和探討企業(yè)員工激勵(lì)機(jī)制的建立問(wèn)題,注重理論聯(lián)系實(shí)踐。BN廣電網(wǎng)絡(luò)公司的問(wèn)題在國(guó)有企業(yè),尤其是“事轉(zhuǎn)企”企業(yè)中具有一定的代表性,因此,本文對(duì)我國(guó)國(guó)有企業(yè)激勵(lì)機(jī)制的改進(jìn)也可以提供有益的啟示。
[Abstract]:Human resource management is the core of enterprise operation management. The vitality of an enterprise, the executive power and combat effectiveness of a team are closely related to the effectiveness of human resources management in an enterprise. The establishment of incentive mechanism is also the most important work of human resource management in an enterprise. It is positive, initiative, creative, efficiency of team work, loyalty and identity of employees to the enterprise. The sense of belonging, the sense of mission plays a key role. BN Radio and Television Network Company is a branch of a large state-owned enterprise in our province. But because the company's predecessor belongs to the public institution, in 2005 it completed "the matter turns the enterprise", the implementation enterprise operation time is not long, the personnel big pot rice consciousness is serious, the crisis consciousness and the competition consciousness is weak, the enterprise staff troop lacks the positive upward vigor. Although enterprise managers realize the importance of incentive mechanism construction, they have also established some incentive systems one after another. Although they have achieved certain results, there are still many problems in the existing incentive mechanism, such as unreasonable salary system, blind incentive for business commission, etc. Excessive, serious imbalance between front-line and backstage distribution, imperfect and unscientific assessment, imperfect channels for promotion of staff positions and professional titles, imperfect training mechanism, simple construction of corporate culture, shallow and so on. Especially the administrative function department of the company (backstage support department), because it does not have the exact management index like the front-line marketing department, the completion of the work can be evaluated quantitatively. They are more engaged in some routine work. The amount of work, the time limit often depends on the work of other departments to determine. Therefore, for administrative functional departments, most of their work is carried out around the front-line management departments, and the transactional work occupies the main body of the whole work, the work can not be quantified, which objectively leads to the difficulty of performance management. In order to improve the incentive mechanism buried hidden dangers. Combined with the lack of attention to the incentive mechanism of the administrative function department, it is difficult to mobilize the enthusiasm of the staff of the administrative functional department, and the employees are more angry about the uneven distribution, generally lack of work initiative, and many posts are overstaffed. The work rhythm is slow, the efficiency is low, lacks the vigor and the motive force which the modern enterprise should have. In this paper, the significance of the research, research methods, company situation and so on are introduced systematically. Then, the research status of incentive theory at home and abroad is expounded, and the importance of incentive theory for enterprises to establish an effective incentive mechanism is pointed out. Secondly, based on a large number of literatures and questionnaires, This paper analyzes the incentive situation of BN radio and television network company, obtains the problems existing in the current incentive mechanism of BN radio and television network company, and tries to design an improved scheme. Because of the strong particularity of the political and social attributes of the radio and television network industry, and although there are operating units of the industry in all the provinces and states throughout the country, most of the provinces have not realized the business integration. There is not a unified national company to carry out unified management and regulation, all provinces in the business model of their own, each into one. The characteristics of this paper are that it can use incentive theory to analyze and discuss the establishment of employee incentive mechanism in enterprises, and pay attention to the connection between theory and practice. Especially, the enterprises are representative. Therefore, this paper can provide some useful inspiration for the improvement of the incentive mechanism of the state-owned enterprises in our country.
【學(xué)位授予單位】：云南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：G221

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本文編號(hào)：1955137