發(fā)布時(shí)間：2018-03-24 05:44

  本文選題：中石油管道公司　切入點(diǎn)：知識型員工　出處：《河北大學(xué)》2017年碩士論文

【摘要】：在當(dāng)前知識經(jīng)濟(jì)的時(shí)代背景下,由于知識型員工掌握著比較先進(jìn)的技術(shù)能力和文化知識,可以給企業(yè)的生產(chǎn)經(jīng)營帶來顯著的貢獻(xiàn),知識型員工通過對自身掌握的知識和技能來不斷創(chuàng)新,實(shí)現(xiàn)價(jià)值,成為企業(yè)獲得市場核心競爭力的關(guān)鍵所在;對知識型員工進(jìn)行的激勵(lì)已經(jīng)受到各個(gè)行業(yè)的企業(yè)以管理學(xué)、心理學(xué)領(lǐng)域?qū)＜液蛯W(xué)者的集中關(guān)注。文章首先在闡述了論文的研究背景與意義、思路和方法、研究內(nèi)容等,對文獻(xiàn)進(jìn)行整理和綜述;然后對知識型員工的概念作出相關(guān)界定,介紹經(jīng)典的激勵(lì)理論以及有關(guān)知識型員工的激勵(lì)原理和理論,其次文章開展對中石油管道公司知識型員工的激勵(lì)現(xiàn)狀及問題分析,從闡述中石油管道公司概況、知識型員工概況著手,結(jié)合訪談結(jié)果分析以及知識型員工滿意度調(diào)查問卷的結(jié)果分析中石油管道公司知識型員工激勵(lì)現(xiàn)狀及問題,分析中石油管道企業(yè)知識型員工激勵(lì)問題的原因。最后在提出中石油管道公司知識型員工激勵(lì)提升原則的基礎(chǔ)上,從薪酬、個(gè)人發(fā)展空間、企業(yè)工作本身以及企業(yè)工作環(huán)境四個(gè)方面分別給出了中石油管道公司知識型員工激勵(lì)提升的具體策略。薪酬方面的建議主要是基于薪酬結(jié)構(gòu)體系、市場競爭力、績效三個(gè)角度提出的;個(gè)人發(fā)展空間方面的建議主要是基于培訓(xùn)體系、晉升制度體系、職業(yè)認(rèn)識以及職業(yè)信息四個(gè)角度提出的;企業(yè)工作本身方面的建議主要是基于崗位匹配性、工作挑戰(zhàn)性、工作自主性三個(gè)角度提出的;企業(yè)工作環(huán)境方面的建議主要是分為內(nèi)在環(huán)境和外在環(huán)境兩個(gè)部分進(jìn)行分析的。
[Abstract]:Under the background of the current knowledge economy era, because the knowledge workers have more advanced technical ability and cultural knowledge, they can make remarkable contributions to the production and management of enterprises. Knowledge workers through their own knowledge and skills to constantly innovate to achieve value, become the key to the core competitiveness of the market. Firstly, this paper expounds the research background and significance, ideas and methods, research content and so on, then summarizes the literature, and then defines the concept of knowledge workers. This paper introduces the classical incentive theory and the motivation principle and theory of the knowledge workers. Secondly, the paper analyzes the current situation and problems of the knowledge workers in CNPC, and expounds the general situation of the PetroChina Pipeline Company. The general situation of knowledge workers, combined with the analysis of interview results and the results of the questionnaire survey of knowledge workers satisfaction, the current situation and problems of knowledge workers motivation in oil pipeline companies are analyzed. Finally, on the basis of putting forward the principle of motivation and promotion of knowledge workers in PetroChina Pipeline Company, from the perspective of salary, personal development space, the paper analyzes the causes of the incentive problem of knowledge workers in CNPC. Four aspects of the enterprise work itself and the working environment of the enterprise respectively give the specific strategies for the incentive and promotion of the knowledge workers in CNPC. The compensation proposals are mainly based on the salary structure system, market competitiveness, The suggestions of personal development space are mainly based on four angles: training system, promotion system, career cognition and career information. The suggestions of enterprise work itself are mainly based on job matching, job challenge and job autonomy, and the suggestions on enterprise work environment are mainly divided into two parts: internal environment and external environment.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F426.22;F272.92

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