本文選題：培訓公司 + 知識型員工��； 參考：《湘潭大學》2017年碩士論文

【摘要】：員工激勵機制是當代企業(yè)制度的重要組成部分,科學的激勵機制可以有效激發(fā)員工工作的積極性和創(chuàng)造性,勉勵員工們向著公司的目標共同努力。在知識經(jīng)濟時代,知識型人才是企業(yè)極其寶貴的財富,也是企業(yè)在市場競爭中賴以生存與發(fā)展的關(guān)鍵。企業(yè)的核心競爭力的積累在于教師團隊的培育,對培訓教師的激勵方式是否得當,力度是否足夠,將直接影響到培訓企業(yè)的存亡。本文在探討激勵理論的基礎(chǔ)上,探索適合民營語言類培訓企業(yè)的人力資源管理有效激勵機制,將前沿的激勵理論和服務(wù)企業(yè)成長理論與當下中小規(guī)模民營經(jīng)濟的現(xiàn)狀、發(fā)展特點相結(jié)合,對J培訓公司的員工激勵機制進行改善,使激勵制度與公司的長足發(fā)展不相違背。本文首先剖析J企業(yè)的發(fā)展歷程,調(diào)查研究了民營培訓企業(yè)知識型員工的需求特征和企業(yè)人力資源結(jié)構(gòu),論述了企業(yè)現(xiàn)有的激勵措施所存在的問題。通過理論分析和問卷調(diào)查確定一條兼顧物質(zhì)激勵和精神激勵的“以人為本”的激勵方案,強調(diào)收入分配的公平原則。為促進J培訓擴大企業(yè)規(guī)模,實現(xiàn)企業(yè)轉(zhuǎn)型升級,從理論上提出改變激勵的重點,突出培訓企業(yè)內(nèi)生競爭力,把公司的宗旨從進軍市場轉(zhuǎn)變?yōu)楦纳婆嘤栙|(zhì)量,把重點激勵對象從市場營銷團隊轉(zhuǎn)變?yōu)榻處熽犖?有針對性地建立一套體現(xiàn)培訓企業(yè)核心價值的,實現(xiàn)企業(yè)和員工雙贏的員工激勵方案。在改善員工的考核方法,完善考核指標體系的同時,通過激勵方案的設(shè)計,旨在減少J培訓企業(yè)的教師資源流失,重視教師隊伍的培養(yǎng)以穩(wěn)固企業(yè)的內(nèi)生資源,提高企業(yè)在市場的內(nèi)生競爭力。
[Abstract]:Employee incentive mechanism is an important part of the contemporary enterprise system. Scientific incentive mechanism can effectively stimulate the enthusiasm and creativity of employees and encourage employees to work together towards the goal of the company. In the era of knowledge economy, knowledge talent is an extremely precious wealth of enterprises, and also the key to the survival and development of enterprises in the market competition. The accumulation of the core competence of enterprises lies in the cultivation of the teacher team, whether the incentive mode of the training teacher is appropriate and whether the strength is sufficient will directly affect the survival of the training enterprise. On the basis of discussing the incentive theory, this paper explores the effective incentive mechanism of human resource management suitable for the private language training enterprises, and combines the frontier incentive theory and the growth theory of service enterprises with the present situation of the small and medium-sized private economy. Combining the characteristics of development, this paper improves the employee incentive mechanism of J training Company, which makes the incentive system not contrary to the rapid development of the company. This paper first analyzes the development course of enterprise J, investigates and studies the demand characteristics of knowledge workers and the structure of human resources of private training enterprises, and discusses the problems existing in the existing incentive measures of enterprises. Through theoretical analysis and questionnaire survey, a "people-oriented" incentive scheme with both material and spiritual incentives is determined, and the principle of fair income distribution is emphasized. In order to promote J training to expand the scale of enterprises and realize enterprise transformation and upgrading, this paper proposes to change the emphasis of incentive in theory, to stress the endogenous competitiveness of training enterprises, and to change the purpose of the company from entering the market to improving the quality of training. The key incentive object is transformed from marketing team to teacher team and a set of employee incentive scheme which embodies the core value of the training enterprise and realizes the win-win situation between the enterprise and the staff is established. In order to reduce the loss of teachers' resources in J training enterprises and attach importance to the training of teachers in order to stabilize the endogenous resources of enterprises, we can improve the assessment methods of employees, perfect the evaluation index system, and at the same time, through the design of incentive schemes, we can reduce the loss of teachers' resources in J training enterprises. Improve the endogenous competitiveness of enterprises in the market.
【學位授予單位】：湘潭大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：G522.72

【參考文獻】

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本文編號：1991247