【摘要】：現(xiàn)在全球正處于知識(shí)經(jīng)濟(jì)時(shí)代,市場(chǎng)環(huán)境及格局瞬息萬(wàn)變,以知識(shí)為主要生產(chǎn)力的高新技術(shù)公司面臨著前所未有的挑戰(zhàn)。作為高新技術(shù)企業(yè)的主要人力資本,知識(shí)技術(shù)型員工在企業(yè)的發(fā)展中發(fā)揮著不可忽視的作用。如何建立一個(gè)針對(duì)技術(shù)型員工的激勵(lì)機(jī)制,對(duì)技術(shù)型員工進(jìn)行有效激勵(lì),從而充分發(fā)揮技術(shù)型員工的能力并且實(shí)現(xiàn)員工與企業(yè)的共贏是企業(yè)可持續(xù)發(fā)展的關(guān)鍵。本文采用文獻(xiàn)分析,理論和實(shí)踐相結(jié)合等方法,研究諾華信通信公司員工激勵(lì)機(jī)制的改進(jìn)。首先分析的是選題的背景,研究意義和目的,提出研究?jī)?nèi)容,然后分析相關(guān)概念,對(duì)技術(shù)型員工的定義及相關(guān)激勵(lì)理論進(jìn)行闡述,并介紹了國(guó)內(nèi)外學(xué)者對(duì)該領(lǐng)域的研究狀況。將人力資源管理理論與技術(shù)性服務(wù)提供企業(yè)特點(diǎn)相結(jié)合,對(duì)諾華信公司的技術(shù)型員工激勵(lì)現(xiàn)狀進(jìn)行了深入調(diào)查研究,發(fā)現(xiàn)該公司在對(duì)技術(shù)型員工激勵(lì)方面存在的主要問(wèn)題,深入分析這些問(wèn)題產(chǎn)生的原因,最后在遵循相關(guān)員工激勵(lì)原則的前提下,提出技術(shù)型員工的激勵(lì)機(jī)制改進(jìn)方案,并提供相應(yīng)的保障措施。本文研究認(rèn)為技術(shù)型員工有其自身的特點(diǎn),因此要有針對(duì)性地實(shí)施激勵(lì)措施。對(duì)技術(shù)型員工來(lái)說(shuō),重要的不僅僅是經(jīng)濟(jì)要素,非經(jīng)濟(jì)要素也同樣重要。要充分激勵(lì)技術(shù)型員工,就要不僅重視物質(zhì)激勵(lì),更要重視精神激勵(lì)。企業(yè)必須要設(shè)計(jì)具有激勵(lì)性的薪酬體系,采用科學(xué)的績(jī)效考評(píng)方法,建立合理的培訓(xùn)制度,實(shí)施科學(xué)的職業(yè)生涯管理,營(yíng)造良好的企業(yè)文化,構(gòu)建一套適合于技術(shù)型人員的激勵(lì)體系。使企業(yè)得以健康、穩(wěn)固的發(fā)展。
[Abstract]:Nowadays, the world is in the era of knowledge economy, and the market environment and pattern are changing rapidly. High-tech companies with knowledge as the main productive force are facing unprecedented challenges. As the main human capital of high-tech enterprises, knowledge and technology employees play an important role in the development of enterprises. How to establish an incentive mechanism for technical employees and how to effectively motivate technical employees so as to give full play to the ability of technical employees and realize the win-win situation between employees and enterprises is the key to the sustainable development of enterprises. This paper studies the improvement of employee incentive mechanism of Novartis Communications Company by means of literature analysis, theory and practice. First, it analyzes the background, significance and purpose of the topic, puts forward the research content, then analyzes the related concepts, describes the definition of technical staff and related incentive theory, and introduces the research situation of domestic and foreign scholars in this field. Combining the theory of human resource management with the characteristics of technical service providers, this paper makes an in-depth investigation and study on the incentive status of technical employees in Novartis Corporation, and finds out the main problems existing in the incentive of technical employees in this company. The causes of these problems are analyzed in depth. Finally, under the premise of following the relevant employee incentive principles, the paper puts forward a scheme to improve the incentive mechanism of technical employees, and provides the corresponding safeguard measures. This paper believes that technical employees have their own characteristics, so we should implement incentive measures. For skilled workers, what is important is not only the economic factor, but also the non-economic factor. In order to fully motivate technical employees, we should pay attention not only to material incentives, but also to spiritual incentives. Enterprises must design incentive salary system, adopt scientific performance appraisal method, establish reasonable training system, carry out scientific career management, and create good corporate culture. Build a set of incentive system suitable for technical personnel. To enable the healthy and steady development of the enterprise.
【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】：2016
【分類(lèi)號(hào)】：F272.92;F626

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