本文選題：中小型零售企業(yè) + 激勵(lì)機(jī)制��； 參考：《華中師范大學(xué)》2015年碩士論文

【摘要】：企業(yè)管理機(jī)制的核心是如何用人,能夠做到“人盡其才、才盡其用”的關(guān)鍵在于如何對(duì)人進(jìn)行激勵(lì),要做到這一點(diǎn),從本質(zhì)上來說是就是如何建立一個(gè)效率高的激勵(lì)機(jī)制。在提高員工個(gè)人績(jī)效的同時(shí)也順帶達(dá)成了企業(yè)的經(jīng)營(yíng)目標(biāo)。激勵(lì)機(jī)制能夠很好地將人才吸引和保留住。由此我們可以看到,企業(yè)的激勵(lì)機(jī)制不僅會(huì)影響員工工作效率的提高,也關(guān)系到企業(yè)在市場(chǎng)競(jìng)爭(zhēng)中的生存、發(fā)展和壯大。對(duì)于處在發(fā)展期的中小型零售企業(yè)來講,更是如此。在激勵(lì)機(jī)制的運(yùn)行過程中,實(shí)際上是把企業(yè)遠(yuǎn)大的目標(biāo)轉(zhuǎn)化為員工個(gè)人的具體目標(biāo)的過程,激勵(lì)機(jī)制正是對(duì)實(shí)現(xiàn)各個(gè)具體目標(biāo)起到了保障的作用。而零售行業(yè)作為傳統(tǒng)的勞動(dòng)密集型行業(yè),組織架構(gòu)的層次眾多,在這種情況下的員工激勵(lì)和培養(yǎng),需要建立長(zhǎng)期穩(wěn)定有效的人力資源戰(zhàn)略才能夠?qū)崿F(xiàn)。這對(duì)于中小型零售企業(yè)來講,具備重大的意義�；谏鲜龇治�,本文研究如何對(duì)中小型零售企業(yè)的員工進(jìn)行激勵(lì),希望以此對(duì)處于管理和激勵(lì)困境中的中小型零售企業(yè)有所幫助。本文的內(nèi)容包含五個(gè)部分,第一部分為本文的緒論,主要內(nèi)容為研究背景及意義、國外發(fā)展現(xiàn)狀和國內(nèi)外發(fā)展現(xiàn)狀、本文的研究方法、本文的內(nèi)容以及創(chuàng)新之處。第二部分為本文的相關(guān)研究理論,主要對(duì)激勵(lì)機(jī)制的概念、激勵(lì)機(jī)制的基本理論、激勵(lì)機(jī)制建立和完善的原則。第三部分為案例分析,主要對(duì)深圳某零售企業(yè)激勵(lì)機(jī)制的設(shè)計(jì)進(jìn)行了介紹,通過對(duì)案例的介紹引出對(duì)中小型零售企業(yè)激勵(lì)模式,激勵(lì)設(shè)計(jì)的探討；第四部分為思考和探討我國中小型零售企業(yè)激勵(lì)機(jī)制模式,主要包含當(dāng)前中小型零售企業(yè)激勵(lì)機(jī)制的問題總結(jié)、適應(yīng)中小型零售企業(yè)激勵(lì)機(jī)制的模式兩個(gè)方面。第五部分為對(duì)研究取得的成果和不足之處進(jìn)行的分析。激勵(lì)機(jī)制的設(shè)計(jì)需要牽涉到企業(yè)人力資源管理的各個(gè)面面,因此不能以簡(jiǎn)單的固定的模式進(jìn)行死搬硬套,尤其是針對(duì)處于激烈競(jìng)爭(zhēng)中的我國中小型零售企業(yè)來講,如何設(shè)計(jì)一套適合于自身發(fā)展的激勵(lì)模式,還需要反復(fù)的摸索和嘗試。
[Abstract]:The core of enterprise management mechanism is how to use people, the key of which is how to motivate people. In essence, it is how to set up an efficient incentive mechanism. At the same time to improve the personal performance of employees, but also achieved the business objectives of the enterprise. The incentive mechanism can attract and retain talents well. From this we can see that the incentive mechanism of enterprises will not only affect the improvement of staff efficiency, but also related to the survival, development and growth of enterprises in the market competition. For the development of small and medium-sized retail enterprises, it is even more so. In the course of the operation of the incentive mechanism, it is actually the process of transforming the enterprise's lofty goal into the individual specific goal of the employee, and the incentive mechanism plays a role in ensuring the realization of each specific goal. As a traditional labor-intensive industry, the retail industry has many levels of organizational structure. In this case, it is necessary to establish a long-term stable and effective human resource strategy. This is of great significance to small and medium-sized retail enterprises. Based on the above analysis, this paper studies how to motivate the employees of the small and medium-sized retail enterprises, hoping to help the small and medium-sized retail enterprises in the management and incentive dilemma. The content of this paper consists of five parts. The first part is the introduction of this paper. The main content is the background and significance of the research, the current situation of foreign and domestic development, the research methods of this paper, the content of this paper and the innovation. The second part is the related research theory of this paper, mainly about the concept of incentive mechanism, the basic theory of incentive mechanism, the principle of the establishment and improvement of incentive mechanism. The third part is case analysis, mainly introduces the design of incentive mechanism of a retail enterprise in Shenzhen, and discusses the incentive mode and incentive design of small and medium-sized retail enterprises through the introduction of a case. The fourth part is to consider and discuss the incentive mechanism model of small and medium-sized retail enterprises in our country, mainly including the summary of the current incentive mechanism of small and medium-sized retail enterprises, and the model of the incentive mechanism of small and medium-sized retail enterprises. The fifth part is the analysis of the achievements and shortcomings of the research. The design of incentive mechanism needs to involve all aspects of enterprise human resource management, so we can not use a simple and fixed model to move hard, especially for the small and medium-sized retail enterprises in the fierce competition. How to design a set of incentive models suitable for their own development needs to be explored and tried again and again.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F724.2

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