本文選題：長鐵多元集團(tuán) + 激勵(lì)體系��； 參考：《湖南大學(xué)》2012年碩士論文

【摘要】：中高層管理人員是企業(yè)關(guān)鍵性的人力資本,如何對(duì)他們進(jìn)行有效激勵(lì)關(guān)系到企業(yè)的生存和發(fā)展。我國國企在走向市場、轉(zhuǎn)變觀念和機(jī)制、謀求更大發(fā)展的過程中,中高層管理人員發(fā)揮著重要作用,如何激勵(lì)他們是企業(yè)必須面對(duì)和研究的重要課題。 本文以長鐵多元集團(tuán)為平臺(tái),以中高層管理人員的激勵(lì)為主要研究對(duì)象,針對(duì)企業(yè)的發(fā)展階段、中高管的需求特點(diǎn),量身訂做地從物質(zhì)激勵(lì)和非物質(zhì)激勵(lì)兩個(gè)方面著力構(gòu)建企業(yè)中高層管理人員的激勵(lì)體系。綜合運(yùn)用相關(guān)的激勵(lì)理論,借鑒其他企業(yè)的管理經(jīng)驗(yàn),從固定薪酬、績效薪酬、長期薪酬三個(gè)方面設(shè)計(jì)了物質(zhì)激勵(lì)體系,其中的每一項(xiàng)分配、考核的方式均充分考慮到了鐵路現(xiàn)行收入分配體制的實(shí)際情況,做到了既不過分突破現(xiàn)有的收入分配大原則,又充分運(yùn)用激勵(lì)理論提出了具有現(xiàn)代企業(yè)中高層管理人員激勵(lì)特點(diǎn)的薪酬和績效管理思路,具有較強(qiáng)的針對(duì)性和可行性；從事業(yè)激勵(lì)、組織激勵(lì)、文化激勵(lì)三個(gè)維度構(gòu)建非物質(zhì)激勵(lì)體系,結(jié)合了中高層管理人員的需求特點(diǎn),豐富了激勵(lì)的手段和層次,提升了激勵(lì)效果。 本文的研究成果,為長鐵多元集團(tuán)形成一套行之有效的中高層管理人員激勵(lì)機(jī)制,最大限度地調(diào)動(dòng)中高管的工作積極性,實(shí)現(xiàn)規(guī)范化、科學(xué)化經(jīng)營提供了參考和借鑒。
[Abstract]:Middle and senior managers are the key human capital of enterprises. How to motivate them effectively is related to the survival and development of enterprises. In the process of going to the market, changing the concept and mechanism, and seeking for greater development, the middle and senior management personnel play an important role in China's state-owned enterprises. How to motivate them is an important subject that enterprises must face and study. This paper takes Changtie multiple Group as the platform and the incentive of the middle and senior management as the main research object, aiming at the characteristics of the demand of the middle and high management in the development stage of the enterprise. The incentive system of senior management in enterprises is built from material incentive and non-material incentive. Based on the relevant incentive theory and the management experience of other enterprises, this paper designs a material incentive system from three aspects: fixed salary, performance salary and long-term salary, in which each item is allocated. The examination methods have taken fully into account the actual situation of the current railway income distribution system, and have achieved neither excessive breakthrough of the existing major principles of income distribution, It also puts forward the idea of salary and performance management with the characteristics of incentive for senior managers in modern enterprises, which has strong pertinence and feasibility. The construction of non-material incentive system in the three dimensions of cultural incentive combines the characteristics of middle and senior managers' needs, enriches the means and levels of incentive, and improves the incentive effect. The research results of this paper provide a reference and reference for Changtie multiple Group to form a set of effective incentive mechanism for middle and high management staff, to mobilize the enthusiasm of middle and high management to the maximum extent, to realize standardization and scientific management.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F532.6

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 郝占祥;;國有企業(yè)經(jīng)營者激勵(lì)機(jī)制的探析[J];港口科技;2010年05期

2 楊曙光;;國內(nèi)外人力資本激勵(lì)機(jī)制研究綜述[J];中國管理信息化;2009年01期

3 孫潔;;國有企業(yè)經(jīng)營管理者激勵(lì)機(jī)制的方式研究[J];消費(fèi)導(dǎo)刊;2008年19期

4 王學(xué)峰;郝日晉;;對(duì)經(jīng)營者激勵(lì)措施的思考[J];山西財(cái)政稅務(wù)�？茖W(xué)校學(xué)報(bào);2011年06期

5 劉映池;;非物質(zhì)激勵(lì)在人力資源管理中的應(yīng)用[J];技術(shù)與市場;2011年12期

6 杜閩軍;;企業(yè)經(jīng)營者激勵(lì)和對(duì)策探討[J];經(jīng)濟(jì)研究導(dǎo)刊;2011年24期

7 李鵬;;國有企業(yè)經(jīng)營者激勵(lì)與約束機(jī)制探析[J];決策探索(下半月);2011年08期

8 王海波;;構(gòu)建我國企業(yè)經(jīng)營者激勵(lì)約束機(jī)制[J];遼寧廣播電視大學(xué)學(xué)報(bào);2012年02期

9 周智勇;趙俊燕;;完善中國職業(yè)經(jīng)理人激勵(lì)制度的建議[J];企業(yè)改革與管理;2008年10期

10 呂新軍;;企業(yè)激勵(lì)管理中的非物質(zhì)激勵(lì)研究[J];企業(yè)活力;2011年03期

，

本文編號(hào)：1943721