本文選題：知識型員工　切入點(diǎn)：激勵機(jī)制　出處：《廣西大學(xué)》2013年碩士論文

【摘要】：當(dāng)代社會企業(yè)與企業(yè)之間的競爭,知識的創(chuàng)造、使用與增值,資源的優(yōu)化配置,最終都要靠知識力量的載體——知識型員工來實(shí)現(xiàn)。有別于鐵道部直接管轄的各大鐵路局,被行業(yè)內(nèi)稱為“合資鐵路”的YH鐵路公司在發(fā)展上要實(shí)現(xiàn)進(jìn)一步提升運(yùn)力、實(shí)現(xiàn)運(yùn)能與運(yùn)量同步增長,必須打破學(xué)歷不高、專業(yè)人才少的桎梏,建立有效的激勵機(jī)制培養(yǎng)知識型員工。目前學(xué)術(shù)界大多從宏觀層面、微觀角度闡述激勵機(jī)制的建立,而很少結(jié)合國有企業(yè)及專業(yè)行業(yè)特點(diǎn)對知識型員工激勵機(jī)制進(jìn)行分析研究,因此這方面的資料非常缺乏。 本文結(jié)合YH鐵路公司的運(yùn)量發(fā)展及人員構(gòu)成來看,在人員素質(zhì)養(yǎng)成上著力打造知識型員工,充分實(shí)現(xiàn)非鐵路主專業(yè)向鐵路主專業(yè)靠攏,有效提高員工培養(yǎng)效率。本文即是站在這個角度對公司內(nèi)知識型員工的激勵機(jī)制展開分析研究,從而在薪酬、精神、成就、工作四類不同性質(zhì)的激勵機(jī)制建立策略,確保知識型員工在合適的、針對性強(qiáng)的激勵機(jī)制下發(fā)揮作用,實(shí)現(xiàn)企業(yè)與個人的雙贏。
[Abstract]:The competition between enterprises, the creation of knowledge, the use and appreciation of knowledge, and the optimal allocation of resources depend on the carrier of knowledge power-knowledge workers.Different from the major railway bureaus under the direct jurisdiction of the Ministry of Railways, YH Railway Company, known as the "joint-venture railway" in the industry, must break through its low academic qualifications in order to further enhance its transportation capacity and realize the simultaneous growth of transportation capacity and capacity in line with the volume of transportation.Professional personnel less shackles, to establish an effective incentive mechanism to train knowledge workers.At present, the academic circles mostly from the macroscopic level, the microscopic angle elaboration incentive mechanism establishment, but seldom unifies the state-owned enterprise and the specialized profession characteristic to carry on the analysis and the research to the knowledge employee incentive mechanism, therefore this aspect data is very lack.Based on the development of YH railway company's transportation volume and the composition of its personnel, this paper makes great efforts to build up the knowledge type staff in the personnel quality cultivation, fully realizes the non-railway main specialty to the railway main specialty, and effectively improves the staff training efficiency.This paper is based on this angle to analyze and study the incentive mechanism of the knowledge workers in the company, so as to establish the strategy of four different types of incentive mechanism in compensation, spirit, achievement and work to ensure that the knowledge workers are in the right place.A strong incentive mechanism to play a role, to achieve a win-win situation between the enterprise and the individual.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F532.6;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前1條

1 鄭吉林;;國有企業(yè)知識型員工流失的風(fēng)險管理[J];中國集體經(jīng)濟(jì);2009年28期

，

本文編號：1707551