發(fā)布時(shí)間：2019-03-01 08:17

【摘要】：中國(guó)經(jīng)濟(jì)經(jīng)過(guò)半個(gè)多世紀(jì)的發(fā)展,從新中國(guó)的一窮二白到改革開(kāi)放再到大國(guó)崛起,中國(guó)經(jīng)濟(jì)正迎來(lái)一個(gè)百年難遇的發(fā)展機(jī)遇,國(guó)民制造業(yè)也是迎來(lái)了前所未有的機(jī)遇和挑戰(zhàn),這些都是黨的正確領(lǐng)導(dǎo)和全國(guó)各族人民的努力拼搏的結(jié)果。自十八大后我們更將迎來(lái)制造業(yè)發(fā)展的良機(jī),伴隨著市場(chǎng)經(jīng)濟(jì)的不斷發(fā)展和日益完善,以及全球經(jīng)濟(jì)布局的巨大變化,我國(guó)的制造業(yè)在迎來(lái)機(jī)遇的同時(shí)也面臨巨大的挑戰(zhàn)。勞動(dòng)力優(yōu)勢(shì)的喪失,員工工作積極性不高、生產(chǎn)力低下,勞動(dòng)強(qiáng)度大,員工離職率居高不下,東南亞制造業(yè)的崛起,這些因素?zé)o時(shí)無(wú)刻不在考驗(yàn)著中國(guó)制造業(yè)[1]。世界經(jīng)濟(jì)在考驗(yàn)中國(guó)經(jīng)濟(jì)的同時(shí),中國(guó)制造業(yè)也在考研我們制造業(yè)管理者。同屬制造業(yè)的R公司在這樣的背景形勢(shì)下.同樣面臨著勞動(dòng)力優(yōu)勢(shì)的喪失,員工工作積極性不高、生產(chǎn)力低下,勞動(dòng)強(qiáng)度大,員工離職率居高不下等問(wèn)題。那么,作為R公司的管理者首要任務(wù)就是如何將這些問(wèn)題降至最低,如何提高員工的工作積極性從而提高生產(chǎn)效率,這也是本文研究的重點(diǎn)內(nèi)容。本文通過(guò)對(duì)于R公司的現(xiàn)狀總結(jié),通過(guò)現(xiàn)有材料總結(jié)法,問(wèn)卷調(diào)查法,訪談法,定量和定性分析結(jié)合法這四種主要的分析方法總結(jié)出R公司所存在的問(wèn)題,我們帶著這些問(wèn)題,對(duì)R公司進(jìn)行深入分析。在分析R公司的經(jīng)營(yíng)問(wèn)題以及現(xiàn)有的人員激勵(lì)方案時(shí)我們發(fā)現(xiàn)R公司的制造危機(jī)主要表現(xiàn)為"一線員工的危機(jī)"。制造企業(yè)關(guān)鍵環(huán)節(jié)就是人,我要是想在現(xiàn)有員工的基礎(chǔ)上去增加企業(yè)的競(jìng)爭(zhēng)力,進(jìn)而擴(kuò)大企業(yè)的利潤(rùn)率,那么就需要使用科學(xué)有效的激勵(lì)政策去開(kāi)發(fā)員工的潛在能力,調(diào)動(dòng)員工的積極性使得員工為企業(yè)奮斗,激勵(lì)他們創(chuàng)造更大的價(jià)值。我們應(yīng)當(dāng)加強(qiáng)企業(yè)內(nèi)部管理,通過(guò)高效的激勵(lì)政策使我們的員工科學(xué)、高效的投入到制造生產(chǎn)中去,提升企業(yè)競(jìng)爭(zhēng)力,擴(kuò)大公司利潤(rùn)。我們針對(duì)R公司的實(shí)際案例給出了非常具有針對(duì)性的解決方案——一線員工激勵(lì)方案。本文希望通過(guò)對(duì)于R公司這個(gè)個(gè)案的研究可以延伸到整個(gè)行業(yè)中,從而提煉出具有普遍實(shí)用意義的針對(duì)制造業(yè)一線員工的激勵(lì)方案。
[Abstract]:After more than half a century of development in China's economy, from the poverty of the people's Republic of China to the reform and opening-up to the rise of a large country, China's economy is ushered in a once-in-a-century development opportunity, and the national manufacturing industry has also ushered in unprecedented opportunities and challenges. These are the result of the correct leadership of the Party and the efforts of the people of all ethnic groups throughout the country. Since the 18th National Congress, we will usher in a good opportunity for the development of manufacturing industry. With the continuous development and improvement of the market economy, as well as the great changes in the global economic layout, the manufacturing industry of our country is also facing great challenges at the same time as the opportunity is ushered in. The loss of labor advantage, low productivity, high labor intensity, high turnover rate and the rise of manufacturing industry in Southeast Asia are testing the Chinese manufacturing industry all the time. While the world economy is testing China's economy, China's manufacturing industry is also taking the postgraduate entrance examination of our manufacturing managers. The R company, which belongs to the same manufacturing industry, is in such a background situation. It also faces the loss of labor advantage, low enthusiasm, low productivity, high labor intensity, high turnover rate and so on. Then, as a manager of R Company, the first task is how to minimize these problems and how to improve the enthusiasm of employees so as to improve production efficiency, which is also the focus of this paper. This paper summarizes the current situation of R Company, and summarizes the problems existing in R Company through four main analysis methods: summary of existing materials, questionnaire survey, interview, quantitative and qualitative analysis, and we take these problems with us. Conduct in-depth analysis of R Company. In analyzing the operating problems of R Company and the current personnel incentive schemes, we find that the manufacturing crisis of R Company is mainly expressed as "the crisis of first-line employees". The key link in manufacturing enterprises is people. If I want to increase the competitiveness of the enterprise on the basis of the existing employees, and then expand the profit margin of the enterprise, then we need to use scientific and effective incentive policies to develop the potential capabilities of employees. Mobilize the enthusiasm of employees so that they strive for the enterprise and encourage them to create greater value. We should strengthen the internal management of the enterprise, through the efficient incentive policy to make our staff scientific, efficient input into the manufacturing production, improve the competitiveness of the enterprise, expand the company's profits. We have given a very targeted solution to R Company's actual case-first-line employee incentive scheme. This paper hopes that the case study of R Company can be extended to the whole industry, so as to extract the general practical incentive scheme for the first-line workers in manufacturing industry.
【學(xué)位授予單位】：南京農(nóng)業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F426.6

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 劉薇;;淺析歸因理論在人力資源管理中的作用[J];商業(yè)文化(下半月);2012年02期

2 成玉萍;;建立適合企業(yè)特色的科學(xué)激勵(lì)機(jī)制[J];現(xiàn)代企業(yè);2011年09期

3 徐冰;孫杰;;激勵(lì)理論在企業(yè)人力資源管理中的新探索[J];內(nèi)蒙古農(nóng)業(yè)大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2010年02期

4 韓東;;建立企業(yè)人力資本的激勵(lì)機(jī)制淺析[J];北方經(jīng)貿(mào);2010年02期

5 趙公民;李欣;;我國(guó)國(guó)有企業(yè)員工激勵(lì)機(jī)制研究[J];中國(guó)行政管理;2008年06期

6 馮國(guó)義;;淺談單位員工滿意度與工作績(jī)效的相關(guān)性[J];商場(chǎng)現(xiàn)代化;2008年11期

7 王雙龍;周海華;;基于心理契約的員工激勵(lì)機(jī)制構(gòu)建[J];財(cái)會(huì)通訊(學(xué)術(shù)版);2007年03期

8 張經(jīng)遠(yuǎn);;管理激勵(lì)理論述評(píng)及應(yīng)用[J];科學(xué)與管理;2006年04期

9 肖勇;;對(duì)知識(shí)員工的團(tuán)隊(duì)激勵(lì)[J];企業(yè)改革與管理;2006年06期

10 李瑞;;對(duì)中小企業(yè)人力資源開(kāi)發(fā)的思考[J];商場(chǎng)現(xiàn)代化;2006年05期

相關(guān)碩士學(xué)位論文 前10條

1 王燁;A企業(yè)員工激勵(lì)問(wèn)題研究[D];延安大學(xué);2013年

2 丁海珍;H制造企業(yè)員工激勵(lì)研究[D];西北農(nóng)林科技大學(xué);2013年

3 劉妤慧;SHZ公司員工激勵(lì)問(wèn)題研究[D];遼寧大學(xué);2012年

4 竭力維;泉州鞋服企業(yè)員工激勵(lì)機(jī)制研究[D];華僑大學(xué);2011年

5 李靜思;服裝企業(yè)制造工人激勵(lì)因素研究[D];暨南大學(xué);2009年

6 肖鵬妍;銀光公司管理人員激勵(lì)機(jī)制研究[D];西安理工大學(xué);2008年

7 王煥斌;齊魯石化公司員工化激勵(lì)模式探討[D];中國(guó)海洋大學(xué);2008年

8 石洪偉;高新技術(shù)企業(yè)員工的激勵(lì)研究[D];蘇州大學(xué);2006年

9 趙麗;我國(guó)民營(yíng)企業(yè)員工激勵(lì)機(jī)制研究[D];哈爾濱工程大學(xué);2006年

10 李強(qiáng);企業(yè)員工激勵(lì)機(jī)制研究[D];山東大學(xué);2005年

，

本文編號(hào)：2432250