ZY餐飲公司員工激勵機(jī)制優(yōu)化研究
發(fā)布時間：2018-09-15 06:47
【摘要】：隨著餐飲企業(yè)的不斷發(fā)展,人才的重要越來越被管理者們清醒地認(rèn)識,他們認(rèn)為“人”是企業(yè)最寶貴的財富。然而,人力資源中激勵作為激發(fā)企業(yè)員工的積極性的活動,又是人力資源中最復(fù)雜,最難把握的一環(huán)。餐飲行業(yè)是典型的勞動密集型行業(yè),人力資源的管理調(diào)配和使用具有重要意義,同時該行業(yè)又是一個人員流動頻繁,離職率相對較高的行業(yè),所以實(shí)施有效的激勵機(jī)制,對留住人才特別是那些關(guān)鍵的員工,具有十分重要的現(xiàn)實(shí)意義。目前,國內(nèi)研究大多是借鑒國外的激勵理論和實(shí)際案例研究企業(yè)的激勵問題,對于特定行業(yè)員工尤其是餐飲行業(yè)員工進(jìn)行實(shí)際研究的較少,特別是就這一問題進(jìn)行針對性的和定量的研究的更是相當(dāng)匾乏。 因此,本文以如何制定適合ZY餐飲公司的員工激勵方案為研究主線,按照提出問題、分析問題、解決問題這一科學(xué)研究思路,綜合運(yùn)用文獻(xiàn)資料法、理論與實(shí)踐相結(jié)合等方法。論文以系統(tǒng)化的觀點(diǎn)對ZY餐飲公司員工激勵機(jī)制方案進(jìn)行了研究,首先梳理了國外典型的員工激勵理論,其次介紹了ZY餐飲公司的發(fā)展?fàn)顩r、組織結(jié)構(gòu)以及人力資源特點(diǎn),并深入分析了現(xiàn)行的員工激勵機(jī)制中存在的問題,發(fā)現(xiàn)存在基層人力基本短缺與管理型人才的素質(zhì)缺乏,其中包括激勵制度的執(zhí)行不夠到位、激勵標(biāo)準(zhǔn)沒有闡述清楚、沒有意識到激勵的重要性、物質(zhì)與精神激勵比例失衡,形式單一、在激勵過程中缺乏考核依據(jù)、公司在激勵過程中缺乏溝通、獎勵評估沒有發(fā)揮作用、不注重員工的個人職業(yè)生涯和公司的長期發(fā)展相結(jié)合等問題,究其原因,激勵的制度化不足、激勵機(jī)制的措施缺乏針對性及系統(tǒng)性、薪酬管理機(jī)制不完善、績效考核機(jī)制不夠合理、基于激勵視角的培訓(xùn)有待加強(qiáng)是其主要原因；第三,針對現(xiàn)行員工激勵體制中存在的問題,本研究從構(gòu)建有效的激勵機(jī)制的基本原則、建立合理的激勵機(jī)制措施、激勵機(jī)制體系結(jié)構(gòu)設(shè)置,其中結(jié)構(gòu)設(shè)置包括建立合適的薪酬激勵、建立高效的績效考核激勵、其他激勵機(jī)制的設(shè)計,總得來說從這三大方面對ZY餐飲公司的激勵機(jī)制進(jìn)行了優(yōu)化。 科學(xué)合理有效的激勵措施,對于建立現(xiàn)代企業(yè)制度、完善法人治理結(jié)構(gòu)及開發(fā)配置人力資源等都具有極其重要的作用。在現(xiàn)代企業(yè)中,人已經(jīng)成為企業(yè)發(fā)展中最為重要的因素,而一個企業(yè)能否成功地建立和實(shí)施人力資源管理,特別是激勵措施,激活員工需求,使員工的努力最大化,成為當(dāng)今企業(yè)是否可以長遠(yuǎn)發(fā)展和贏得競爭的關(guān)鍵。因此,研究激勵機(jī)制問題具有非常現(xiàn)實(shí)的意義。
[Abstract]:With the continuous development of catering enterprises, the importance of talent is more and more recognized by managers, they think that "people" is the most valuable wealth of enterprises. However, motivation in human resources is the most complex and difficult part of human resources as an activity to stimulate the enthusiasm of employees. Catering industry is a typical labor-intensive industry, the management and use of human resources is of great significance, at the same time, the industry is a frequent turnover of personnel, relatively high turnover rate, so the implementation of an effective incentive mechanism, To retain talent, especially those key staff, has very important practical significance. At present, most of the domestic research is to draw lessons from foreign incentive theory and practical case study of the incentive problems of enterprises, for specific industry employees, especially for the catering industry employees of the actual research is less. In particular, the targeted and quantitative research on this issue is rather lacking. Therefore, this article takes how to formulate the employee incentive plan suitable for ZY catering company as the main line of study, according to the scientific research thought of raising problems, analyzing problems and solving problems, synthetically using the method of literature and materials, combining theory with practice, etc. This paper studies the incentive mechanism scheme of ZY catering company from a systematic point of view. Firstly, it combs the typical employee incentive theory abroad, and then introduces the development situation, organizational structure and human resource characteristics of ZY catering company. It also deeply analyzes the problems existing in the current employee incentive mechanism, and finds that there is a basic shortage of human resources at the grass-roots level and a lack of the quality of managerial talents, including the inadequate implementation of the incentive system, and the lack of clear explanation of the incentive standards. Not aware of the importance of incentives, the imbalance between material and spiritual incentives, a single form, lack of evaluation in the incentive process, lack of communication in the incentive process, reward evaluation did not play a role, The reasons why not paying attention to the combination of employee's personal career and long-term development of the company are the lack of systematization of incentive, the lack of pertinence and systematicness of incentive mechanism, the imperfection of salary management mechanism, and so on. Performance appraisal mechanism is not reasonable, the training based on incentive perspective is the main reason; third, in view of the existing problems in the staff incentive system, this study from the basic principles of building an effective incentive mechanism, Establishing reasonable incentive mechanism measures, setting up incentive mechanism system structure, including setting up appropriate salary incentive, establishing efficient performance appraisal incentive, designing other incentive mechanism, In general, from these three aspects of the ZY catering company incentive mechanism optimization. Scientific, reasonable and effective incentive measures play an extremely important role in the establishment of modern enterprise system, the perfection of corporate governance structure and the development and allocation of human resources. In modern enterprises, people have become the most important factor in the development of enterprises, and whether an enterprise can successfully establish and implement human resources management, especially incentive measures, to activate the needs of employees, so as to maximize the efforts of employees. It is the key to whether enterprises can develop and win the competition in the long-term. Therefore, the study of incentive mechanism has a very practical significance.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F719
本文編號：2244089
[Abstract]:With the continuous development of catering enterprises, the importance of talent is more and more recognized by managers, they think that "people" is the most valuable wealth of enterprises. However, motivation in human resources is the most complex and difficult part of human resources as an activity to stimulate the enthusiasm of employees. Catering industry is a typical labor-intensive industry, the management and use of human resources is of great significance, at the same time, the industry is a frequent turnover of personnel, relatively high turnover rate, so the implementation of an effective incentive mechanism, To retain talent, especially those key staff, has very important practical significance. At present, most of the domestic research is to draw lessons from foreign incentive theory and practical case study of the incentive problems of enterprises, for specific industry employees, especially for the catering industry employees of the actual research is less. In particular, the targeted and quantitative research on this issue is rather lacking. Therefore, this article takes how to formulate the employee incentive plan suitable for ZY catering company as the main line of study, according to the scientific research thought of raising problems, analyzing problems and solving problems, synthetically using the method of literature and materials, combining theory with practice, etc. This paper studies the incentive mechanism scheme of ZY catering company from a systematic point of view. Firstly, it combs the typical employee incentive theory abroad, and then introduces the development situation, organizational structure and human resource characteristics of ZY catering company. It also deeply analyzes the problems existing in the current employee incentive mechanism, and finds that there is a basic shortage of human resources at the grass-roots level and a lack of the quality of managerial talents, including the inadequate implementation of the incentive system, and the lack of clear explanation of the incentive standards. Not aware of the importance of incentives, the imbalance between material and spiritual incentives, a single form, lack of evaluation in the incentive process, lack of communication in the incentive process, reward evaluation did not play a role, The reasons why not paying attention to the combination of employee's personal career and long-term development of the company are the lack of systematization of incentive, the lack of pertinence and systematicness of incentive mechanism, the imperfection of salary management mechanism, and so on. Performance appraisal mechanism is not reasonable, the training based on incentive perspective is the main reason; third, in view of the existing problems in the staff incentive system, this study from the basic principles of building an effective incentive mechanism, Establishing reasonable incentive mechanism measures, setting up incentive mechanism system structure, including setting up appropriate salary incentive, establishing efficient performance appraisal incentive, designing other incentive mechanism, In general, from these three aspects of the ZY catering company incentive mechanism optimization. Scientific, reasonable and effective incentive measures play an extremely important role in the establishment of modern enterprise system, the perfection of corporate governance structure and the development and allocation of human resources. In modern enterprises, people have become the most important factor in the development of enterprises, and whether an enterprise can successfully establish and implement human resources management, especially incentive measures, to activate the needs of employees, so as to maximize the efforts of employees. It is the key to whether enterprises can develop and win the competition in the long-term. Therefore, the study of incentive mechanism has a very practical significance.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F719
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