【摘要】：民營企業(yè)作為我國經(jīng)濟的重要組成部分，對于我國經(jīng)濟和社會的發(fā)展都做出了重大的貢獻。在全國4300萬企業(yè)中，民營企業(yè)占92%以上，承擔(dān)著全國7.79億就業(yè)人口的91.8%。在民營企業(yè)隊伍壯大的同時，我們也看到了民營企業(yè)人才流動率過高、人才短缺的現(xiàn)實。怎樣吸引和留住人才成為擺在許多民營企業(yè)面前的問題。而據(jù)翰威特2007年4月份發(fā)出的一份報告，驅(qū)動員工敬業(yè)度的首要因素已經(jīng)不是薪酬而是職業(yè)的發(fā)展機會，因此，在職業(yè)發(fā)展成為驅(qū)動員工敬業(yè)度的首要因素的現(xiàn)實情況下，關(guān)注員工的職業(yè)發(fā)展機會，為員工提供學(xué)習(xí)資源、激勵員工學(xué)習(xí)對于吸引和留住人才就顯得非常有意義。長久以來，，企業(yè)也包括民營企業(yè)也都會采取一些措施來激勵員工學(xué)習(xí)，如提供培訓(xùn)機會，采取物質(zhì)獎勵來鼓勵員工考取相關(guān)資格證書等，但是止于零散的激勵措施，影響激勵效果的發(fā)揮。 本研究關(guān)注民營企業(yè)從業(yè)人員繼續(xù)學(xué)習(xí)激勵機制情況，以相關(guān)激勵理論為理論基礎(chǔ)，運用問卷調(diào)查法和訪談法對大中型民營企業(yè)從業(yè)人員繼續(xù)學(xué)習(xí)激勵機制進行深入調(diào)查，以呈現(xiàn)大中型民營企業(yè)從業(yè)人員繼續(xù)學(xué)習(xí)激勵機制的現(xiàn)狀和存在的問題，提出完善的對策并試圖構(gòu)建激勵機制。本文主要分為五部分。 第一部分主要介紹研究的背景，本研究相關(guān)的概念，研究的內(nèi)容和方法等內(nèi)容。第二部分主要是與本研究相關(guān)的文獻綜述，包括國外和國內(nèi)對于繼續(xù)學(xué)習(xí)激勵機制的研究現(xiàn)狀。第三部分是研究的理論基礎(chǔ)，主要介紹了內(nèi)容型激勵理論和過程型激勵理論，為后文做鋪墊。第四部分是對大中型民營企業(yè)從業(yè)人員繼續(xù)學(xué)習(xí)激勵機制進行了調(diào)查和訪談，并在調(diào)查和訪談的基礎(chǔ)上對當(dāng)前大中型民營企業(yè)從業(yè)人員繼續(xù)學(xué)習(xí)激勵機制進行小結(jié)。第五部分是民營企業(yè)從業(yè)人員繼續(xù)學(xué)習(xí)激勵機制的完善，具體包括從外部完善民營企業(yè)從業(yè)人員繼續(xù)學(xué)習(xí)激勵機制和從企業(yè)角度構(gòu)建繼續(xù)學(xué)習(xí)激勵機制。其中從企業(yè)角度構(gòu)建繼續(xù)學(xué)習(xí)激勵機制，主要分析了從業(yè)人員繼續(xù)學(xué)習(xí)激勵因素和激勵的原則，然后在制定從業(yè)人員繼續(xù)學(xué)習(xí)激勵方案，最后進行了激勵制度設(shè)計。
[Abstract]:As an important part of China's economy, private enterprises have made great contributions to the development of our economy and society. Among the 43 million enterprises in China, private enterprises account for more than 92%, accounting for 91.8% of the 779 million employed population. At the same time, we also see the talent flow rate of private enterprises is too high, talent shortage reality. How to attract and retain talents has become a problem in front of many private enterprises. According to a report published by Hewitt in April 2007, the primary driver of employee engagement is no longer pay but career development opportunities, so in the reality that career development is the primary driver of employee engagement, It is very meaningful to pay attention to the career development opportunities of employees, to provide learning resources for employees, and to encourage employees to learn to attract and retain talents. For a long time, enterprises, including private enterprises, have also taken some measures to encourage employees to learn, such as providing training opportunities, adopting material incentives to encourage employees to obtain relevant qualifications, and so on. Affect the play of incentive effect. This study focuses on the situation of private enterprise employees continuing to learn incentive mechanism, based on the relevant incentive theory, using questionnaire survey and interview method to investigate the incentive mechanism of large and medium-sized private enterprises. In order to present the present situation and existing problems of the employees of large and medium-sized private enterprises, the author puts forward the perfect countermeasures and tries to construct the incentive mechanism. This paper is divided into five parts. The first part mainly introduces the background of the research, the related concepts of this study, the content and methods of the study. The second part is a review of the literature related to this study, including the current situation of research on motivation mechanism of continuing learning both at home and abroad. The third part is the theoretical basis of the study, mainly introduces the content-based incentive theory and the process-based incentive theory, paving the way for the following. The fourth part is to investigate and interview the incentive mechanism of continuing learning for the employees of large and medium-sized private enterprises, and on the basis of the investigation and interview, to summarize the incentive mechanism of continuing learning for the employees of large and medium-sized private enterprises. The fifth part is the improvement of the incentive mechanism for private enterprise employees to continue to learn, including the external improvement of the private enterprise employees continue to learn incentive mechanism and from the perspective of the enterprise to build a continuing learning incentive mechanism. From the perspective of enterprises, this paper constructs the incentive mechanism of continuing learning, mainly analyzes the incentive factors and principles of continuing learning for employees, then formulates the incentive scheme for employees to continue learning, and finally designs the incentive system.
【學(xué)位授予單位】：江西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G726;F272.92;F276.5

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