【摘要】：當(dāng)前,中國(guó)經(jīng)濟(jì)環(huán)境呈現(xiàn)出下行壓力加大的新形勢(shì),中國(guó)以及世界范圍內(nèi)的經(jīng)濟(jì)發(fā)展增速放緩,形勢(shì)變得更加的嚴(yán)峻。在激烈國(guó)際競(jìng)爭(zhēng)的宏觀環(huán)境下,我國(guó)企業(yè)如何通過(guò)的人才的合理利用和有效激勵(lì),進(jìn)而提升生產(chǎn)效率,已經(jīng)成為事關(guān)企業(yè)發(fā)展和生存的重要因素。作為現(xiàn)代企業(yè)管理中最珍貴的資源,人力資源的管理受到了企業(yè)家越來(lái)越多的重視,在如此激烈的競(jìng)爭(zhēng)中,一個(gè)企業(yè)如果懂得利用高效的員工激勵(lì)機(jī)制,將會(huì)在企業(yè)的經(jīng)營(yíng)中取得一定的較高的績(jī)效,而沒(méi)有重視人才發(fā)展的企業(yè),往往會(huì)面臨企業(yè)效率低下、留不住員工的問(wèn)題。就中小企業(yè)來(lái)看,和大型企業(yè)相比較往往更容易存在忠誠(chéng)度較低的問(wèn)題,導(dǎo)致了中小企業(yè)中經(jīng)常出現(xiàn)技術(shù)人才流失的現(xiàn)象,不利于企業(yè)長(zhǎng)期發(fā)展。隨著企業(yè)的發(fā)展,員工也在成長(zhǎng),當(dāng)企業(yè)不能給員工提供其發(fā)展所需的要素時(shí),員工也難以繼續(xù)留在企業(yè)效力,所以,在以后的發(fā)展中中小企業(yè)如何通過(guò)激勵(lì)機(jī)制來(lái)留住員工、激勵(lì)員工、培養(yǎng)員工就成了企業(yè)發(fā)展中必經(jīng)的一個(gè)問(wèn)題。本文將在這樣的背景下,選取一個(gè)角度探討如何提升企業(yè)員工的積極性以及主動(dòng)性,增加他們的忠誠(chéng)度。本文一共分為六大部分。第一部分為緒論,介紹了研究背景、研究目的及意義以及研究現(xiàn)狀、思路及方法等；第二部分是理論依據(jù)與文獻(xiàn)綜述,論述了薪酬的概念與內(nèi)容、雙因素理論,對(duì)薪酬激勵(lì)機(jī)制相關(guān)研究進(jìn)行了綜述；第三部分分析了YS小型公司薪酬激勵(lì)機(jī)制的現(xiàn)狀,包括YS公司簡(jiǎn)介、公司的組織結(jié)構(gòu)及員工特點(diǎn)、YS公司現(xiàn)行薪酬激勵(lì)機(jī)制概述以及YS公司技術(shù)員工薪酬激勵(lì)滿意度調(diào)查與分析等；第四部分探討了YS公司技術(shù)員工薪酬激勵(lì)機(jī)制存在的問(wèn)題,其中YS公司技術(shù)員工薪酬激勵(lì)機(jī)制存在的問(wèn)題包括薪酬激勵(lì)機(jī)制設(shè)計(jì)存在的問(wèn)題和薪酬激勵(lì)機(jī)制執(zhí)行存在的問(wèn)題。第五部分,提出了優(yōu)化某YS小型企業(yè)發(fā)展技術(shù)員工薪酬激勵(lì)方案設(shè)計(jì),主要從設(shè)計(jì)原則與目標(biāo)、設(shè)計(jì)思路、設(shè)計(jì)方案以及方案實(shí)施保障等方面入手；最后第六部分為結(jié)論與展望,對(duì)全文進(jìn)行總結(jié)的基礎(chǔ)上,展望了下一步的研究方向。
[Abstract]:At present, China's economic environment is showing a new situation of increasing downward pressure, China and the world's economic growth rate has slowed, the situation has become more severe. In the macro environment of fierce international competition, how to make rational use of talents and encourage them to improve production efficiency has become an important factor related to the development and survival of enterprises. As the most precious resource in modern enterprise management, human resource management has been paid more and more attention by entrepreneurs. In such fierce competition, if an enterprise knows how to make use of efficient employee incentive mechanism, Enterprises that do not attach importance to the development of talents will often face the problem of low efficiency and lack of staff retention. From the point of view of small and medium-sized enterprises, compared with large enterprises, it is easier to have the problem of low loyalty, which leads to the phenomenon of the loss of technical talents in small and medium-sized enterprises, which is not conducive to the long-term development of enterprises. With the development of the enterprise, the employees are also growing. When the enterprise can not provide the employees with the elements needed for their development, it is difficult for the staff to stay in the enterprise. Therefore, in the future, the development of small and medium-sized enterprises through incentive mechanisms to retain staff, Encouraging staff, training staff has become an essential problem in the development of enterprises. In this context, this paper will choose an angle to explore how to enhance the enthusiasm and initiative of employees and increase their loyalty. This paper is divided into six parts. The first part is the introduction, introduces the research background, the research purpose and the significance, the research present situation, the thought and the method and so on; the second part is the theoretical basis and the literature review, elaborated the salary concept and the content, the double factor theory, The third part analyzes the current situation of the compensation incentive mechanism of YS small companies, including the introduction of YS company. The organizational structure and employee characteristics of YS Company are summarized as well as the survey and analysis of YS company's technical employee's salary incentive satisfaction. The fourth part discusses the problems of YS company's technical employee's salary incentive mechanism. The problems in the compensation incentive mechanism of technical staff in YS Company include the problems in the design of the compensation incentive mechanism and the problems in the implementation of the compensation incentive mechanism. In the fifth part, the author puts forward to optimize the design of salary incentive scheme for technical staff in a small YS enterprise, mainly from the aspects of design principles and objectives, design ideas, design schemes and scheme implementation guarantee. The last part is the conclusion and prospect. On the basis of summarizing the full text, the future research direction is prospected.
【學(xué)位授予單位】：陜西師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92;F426.82

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 林玲;;基于社會(huì)保障視角下公共部門薪酬激勵(lì)機(jī)制探究[J];管理觀察;2015年35期

2 郭小迎;;激勵(lì)體制在現(xiàn)代企業(yè)管理中的實(shí)踐應(yīng)用[J];企業(yè)改革與管理;2015年20期

3 楊洪鵬;;企事業(yè)薪酬激勵(lì)機(jī)制的構(gòu)建研究[J];科學(xué)中國(guó)人;2015年20期

4 李媛媛;;基于公平偏好視角下的企業(yè)管理人員薪酬激勵(lì)機(jī)制研究[J];商;2015年25期

5 王開(kāi)武;;公司員工激勵(lì)優(yōu)化研究[J];經(jīng)營(yíng)管理者;2015年15期

6 王燕;楊睿;;淺談企業(yè)有效薪酬激勵(lì)機(jī)制的建立[J];全國(guó)商情(經(jīng)濟(jì)理論研究);2014年17期

7 尹明遠(yuǎn);;企業(yè)薪酬激勵(lì)分析及對(duì)策研究[J];天津商務(wù)職業(yè)學(xué)院學(xué)報(bào);2014年01期

8 趙欣;;論經(jīng)營(yíng)者薪酬激勵(lì)機(jī)制的設(shè)計(jì)與實(shí)施[J];現(xiàn)代經(jīng)濟(jì)信息;2012年24期

9 郭凌云;;淺談新時(shí)期企業(yè)員工管理中的激勵(lì)制度運(yùn)用[J];現(xiàn)代經(jīng)濟(jì)信息;2012年23期

10 劉換菊;舒典;;基于員工滿意的九江星級(jí)飯店激勵(lì)體制現(xiàn)存問(wèn)題研究[J];市場(chǎng)論壇;2012年10期

，

本文編號(hào)：2163850