本文選題：國有企業(yè) + 核心員工　； 參考：《陜西師范大學》2013年碩士論文

【摘要】：在當前知識經(jīng)濟的大環(huán)境中,人力資源已經(jīng)成為現(xiàn)代企業(yè)一項重要的戰(zhàn)略資源,也是企業(yè)能夠立足與發(fā)展的前提保障。企業(yè)中的核心員工,是企業(yè)發(fā)展運營的中流砥柱,是企業(yè)不可或缺的資源。激勵作為人力資源管理關鍵的組成部分,組織運行制度體系的優(yōu)劣,對企業(yè)能否留住優(yōu)秀員工、吸引外來人才顯得十分重要。健全完善的激勵管理制度,是提升企業(yè)運行效率、決定企業(yè)發(fā)展興衰的基本保障。 我國國有企業(yè)在經(jīng)歷了轉(zhuǎn)型之后,如何提升員工的工作積極性和工作滿意度仍是當前企業(yè)遇到的最大問題。許多企業(yè)在運行過程中都出現(xiàn)組織人員臃腫、績效平平、效率不高等問題。如何讓員工提升主觀能動性,發(fā)揮個人潛力,成為了擺在這些企業(yè)面前的一個難題。本文以國內(nèi)某大型國有企業(yè)為例,分析企業(yè)發(fā)展現(xiàn)狀,發(fā)現(xiàn)企業(yè)在人力資源管理過程中存在的問題,利用定性分析與定量分析相結合的方式,探討企業(yè)核心員工激勵滿意度狀況,并就企業(yè)如何優(yōu)化組織激勵機制,有針對性的提出管理對策與建議。通過對該企業(yè)激勵制度的研究和分析,為同類國有大中型企業(yè)在完善改進企業(yè)管理制度體系的過程中提供借鑒與參考。 本文按以下研究順序展開：首先對案例企業(yè)運營情況、人力資源以及激勵制度現(xiàn)狀進行了分析。然后對管理學領域經(jīng)典的激勵理論進行了闡述,并在此基礎上,探討了案例公司在實際運營過程中存在的具體問題。接下來通過調(diào)研,設計并發(fā)放問卷,考察企業(yè)核心員工激勵滿意度現(xiàn)狀,通過對反饋數(shù)據(jù)結果的分析,得出組織員工激勵感受的五大維度——職業(yè)發(fā)展、組織氛圍、薪酬福利、個人成就與企業(yè)發(fā)展,進一步進行了個體因素對員工滿意度的差異性分析,為優(yōu)化企業(yè)激勵制度提供依據(jù)。最后,結合研究結論與企業(yè)現(xiàn)實存在問題,為改善員工激勵機制,提出激勵機制優(yōu)化要點和對策建議。
[Abstract]:In the current knowledge economy environment, human resources have become an important strategic resource for modern enterprises, and also a prerequisite for enterprises to base on and develop. The core staff is the mainstay of the development and operation of the enterprise and the indispensable resource of the enterprise. As a key component of human resource management, the advantages and disadvantages of the organizational operating system are very important for enterprises to retain outstanding staff and attract foreign talents. Sound and perfect incentive management system is the basic guarantee to improve the efficiency of enterprise operation and determine the development of enterprise. After the transformation of state-owned enterprises, how to improve the employees' work enthusiasm and job satisfaction is still the biggest problem. Many enterprises have problems such as bloated organization, poor performance and low efficiency. How to make employees enhance their initiative and exert their personal potential has become a difficult problem in front of these enterprises. Taking a large state-owned enterprise in China as an example, this paper analyzes the current situation of enterprise development, finds out the problems existing in the process of human resource management, and combines qualitative analysis with quantitative analysis. This paper probes into the situation of incentive satisfaction of enterprise's core staff, and puts forward some management countermeasures and suggestions on how to optimize the organizational incentive mechanism. Through the research and analysis of the incentive system of the enterprise, it provides reference and reference for the similar state-owned large and medium-sized enterprises in the process of improving the enterprise management system. This paper is carried out in the following order: firstly, it analyzes the current situation of enterprise operation, human resources and incentive system. Then the classical incentive theory in the field of management is expounded, and on this basis, the concrete problems in the actual operation of the case company are discussed. Then through research, design and issue a questionnaire, investigate the enterprise core employee incentive satisfaction status, through the analysis of feedback data, we can get the five dimensions of organizational employee incentive feeling-career development, organizational atmosphere, salary and welfare. Personal achievement and enterprise development further analyze the differences between individual factors and employee satisfaction, and provide the basis for optimizing the enterprise incentive system. Finally, combined with the research conclusions and the existing problems in the enterprise reality, in order to improve the employee incentive mechanism, the paper puts forward the key points and countermeasures to optimize the incentive mechanism.
【學位授予單位】：陜西師范大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F299.233.4

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本文編號：1941376