發(fā)布時(shí)間：2018-06-22 15:28

  本文選題：薪酬激勵(lì) + 非物質(zhì)激勵(lì)��； 參考：《湖南大學(xué)》2012年碩士論文

【摘要】：隨著世界經(jīng)濟(jì)一體化的推進(jìn)和知識(shí)經(jīng)濟(jì)時(shí)代的來(lái)臨，科學(xué)技術(shù)水平因素在企業(yè)發(fā)展中占據(jù)了重要位置，員工的素質(zhì)與活力則成為了企業(yè)發(fā)展的根本動(dòng)力。大量事實(shí)證明，成功的企業(yè)都非常重視激發(fā)員工的積極性與創(chuàng)造性。隨著競(jìng)爭(zhēng)機(jī)制的引入，電信企業(yè)的壟斷格局被打破，傳統(tǒng)的企業(yè)內(nèi)部管理機(jī)制面臨多重考驗(yàn)。從經(jīng)典的激勵(lì)理論入手，以郴州聯(lián)通為典型個(gè)案研究其員工激勵(lì)方案，對(duì)電信企業(yè)的發(fā)展具有相當(dāng)?shù)默F(xiàn)實(shí)意義，同時(shí)也可豐富人力資源管理方面的理論研究成果。 針對(duì)郴州聯(lián)通公司現(xiàn)有激勵(lì)方案存在的一些不足，確定了其改進(jìn)涉及的原則、目標(biāo)和模型等要素，從三個(gè)方面進(jìn)行展開(kāi)：首先，對(duì)薪酬激勵(lì)內(nèi)容進(jìn)行改進(jìn)，包括優(yōu)化以績(jī)效為導(dǎo)向的薪酬體系、推行股票期權(quán)計(jì)劃、實(shí)施菜單式福利等；其次，對(duì)郴州聯(lián)通公司的績(jī)效考核方案進(jìn)行改進(jìn)，包括績(jī)效考核的模式方法的改進(jìn)、考核指標(biāo)的完善、績(jī)效考核的模式與激勵(lì)機(jī)制動(dòng)態(tài)調(diào)整等；最后對(duì)非物質(zhì)激勵(lì)方案進(jìn)行改進(jìn)，，包括完善員工職業(yè)生涯激勵(lì)方案、推進(jìn)企業(yè)文化激勵(lì)方案、強(qiáng)化培訓(xùn)方案措施、改進(jìn)精神激勵(lì)方案等。所有的改進(jìn)方案都需要特定的實(shí)施條件和實(shí)施保障措施，通過(guò)對(duì)比分析激勵(lì)方案改進(jìn)前后的激勵(lì)滿意度調(diào)查問(wèn)卷，評(píng)價(jià)了改進(jìn)激勵(lì)方案的效果，結(jié)果表明激勵(lì)改進(jìn)方案的對(duì)員工有更大的激勵(lì)作用。最后，激勵(lì)改進(jìn)方案的反饋與持續(xù)改進(jìn)是促進(jìn)公司穩(wěn)定快速發(fā)展有效措施。 通過(guò)對(duì)郴州聯(lián)通公司的員工激勵(lì)現(xiàn)狀進(jìn)行研究，為公司量身定做一套激勵(lì)機(jī)制改進(jìn)方案，希望能提高公司的管理水平、帶動(dòng)員工工作積極性、增強(qiáng)員工的忠誠(chéng)度，進(jìn)而最大限度的實(shí)現(xiàn)公司的經(jīng)營(yíng)目標(biāo)和可持續(xù)發(fā)展。此外，也希望能為國(guó)內(nèi)其他企業(yè)的改革發(fā)展提供有益的借鑒。
[Abstract]:With the development of the world economy and the coming of the era of knowledge economy, the factor of the level of science and technology occupies an important position in the development of the enterprise, and the quality and vitality of the staff becomes the fundamental motive force of the development of the enterprise. A large number of facts have proved that successful enterprises attach great importance to stimulate the enthusiasm and creativity of employees. With the introduction of competition mechanism, the monopoly pattern of telecom enterprises has been broken, and the traditional internal management mechanism is faced with multiple tests. From the classical incentive theory, Chenzhou Unicom as a typical case study of its staff incentive scheme has a considerable practical significance for the development of telecommunications enterprises, but also can enrich the theoretical research results of human resources management. Aiming at some shortcomings of Chenzhou Unicom's existing incentive scheme, this paper determines the principles, objectives and models involved in the improvement, and carries out the following three aspects: first, improve the compensation incentive content. Including the optimization of performance-oriented compensation system, the implementation of stock option plan, the implementation of menu welfare; secondly, Chenzhou Unicom performance evaluation program, including performance appraisal model method improvement, Finally, the improvement of the non-material incentive scheme, including the improvement of the employee career incentive scheme, the promotion of corporate culture incentive scheme, the strengthening of training program measures, and so on, including the improvement of the evaluation index, the dynamic adjustment of the performance appraisal model and incentive mechanism, and the improvement of the non-material incentive scheme. Improve mental incentive programs, etc. All the improvement programs need specific implementation conditions and implementation protection measures. Through comparative analysis of incentive satisfaction questionnaire before and after the improvement of incentive schemes, the effects of the improved incentive schemes are evaluated. The results show that the incentive improvement scheme has a greater incentive effect on employees. Finally, feedback and continuous improvement are effective measures to promote the stable and rapid development of the company. Through the research of Chenzhou Unicom's employee incentive status, a set of incentive mechanism improvement scheme is made for the company, hoping to improve the management level of the company, promote the employee's enthusiasm and enhance employee's loyalty. Then to maximize the realization of the company's business objectives and sustainable development. In addition, we also hope to provide useful reference for the reform and development of other domestic enterprises.
【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(lèi)號(hào)】：F272.92;F626

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