【摘要】：隨著社會(huì)的不斷進(jìn)步，企業(yè)管理者越來(lái)越意識(shí)到現(xiàn)代企業(yè)間的競(jìng)爭(zhēng)主要在于人才之間的競(jìng)爭(zhēng)，不再是以前只知道追求企業(yè)利潤(rùn)的時(shí)代了，新時(shí)代的員工普遍都受過(guò)教育，工作不僅是養(yǎng)家糊口的手段，還可以體現(xiàn)出人的價(jià)值；怎樣讓員工安心在企業(yè)工作，提高團(tuán)隊(duì)凝聚力，使得員工自覺(jué)地把企業(yè)的發(fā)展和自己的命運(yùn)看齊，讓員工得到有效的激勵(lì)，是人力資源管理中最應(yīng)該受到重視的問(wèn)題；與傳統(tǒng)國(guó)企相比，民營(yíng)企業(yè)仍然處于規(guī)模上不去和人才留不住的窘境，，所以，提升人力資源管理水平，制定科學(xué)有效的員工激勵(lì)體系已成為民營(yíng)企業(yè)發(fā)展道路上必須逾越的障礙。 本篇論文用藝林影視公司為研究背景，以需求層次理論、雙因素理論、成就需要理論、ERG理論、內(nèi)在激勵(lì)理論等作為理論支撐，通過(guò)對(duì)公司的人力資源現(xiàn)狀和現(xiàn)有激勵(lì)體系分析，找出其中存在的問(wèn)題和缺陷，再以訪談的方式與員工近距離交談，從薪酬福利、績(jī)效考核、個(gè)人發(fā)展、企業(yè)文化四個(gè)不同維度出發(fā)，向員工提出開(kāi)放式問(wèn)題，從員工的反饋中總結(jié)出目前需要改進(jìn)的地方，尋找出有效的激勵(lì)因素來(lái)作為新的員工激勵(lì)體系設(shè)計(jì)的基礎(chǔ)。 通過(guò)研究分析得知，藝林影視公司現(xiàn)有員工激勵(lì)體系沒(méi)能很好地起到激勵(lì)作用，所以導(dǎo)致企業(yè)員工流失嚴(yán)重，發(fā)展受阻；經(jīng)過(guò)科學(xué)合理設(shè)計(jì)后的員工激勵(lì)體系包含了員工對(duì)于薪酬福利、績(jī)效考核、個(gè)人發(fā)展、企業(yè)文化四個(gè)方面的激勵(lì)需求，對(duì)員工的激勵(lì)和以前相比更加全面、有效，使得企業(yè)內(nèi)部更加團(tuán)結(jié)，人力資源結(jié)構(gòu)更加穩(wěn)定，促使員工自覺(jué)地將個(gè)人目標(biāo)與企業(yè)未來(lái)發(fā)展相統(tǒng)一，逐步實(shí)現(xiàn)兩者的共同目標(biāo)。
[Abstract]:With the continuous progress of society, enterprise managers are more and more aware that the competition among modern enterprises mainly lies in the competition among talents. It is no longer an era when only the pursuit of corporate profits is known, and the employees in the new era are generally educated. Work is not only a means of supporting the family, but also reflects the value of people; How to make the staff feel at ease in the enterprise, improve the cohesion of the team, make the staff consciously match the development of the enterprise with their own destiny, so that the staff can get effective incentive, is the most important problem in human resource management. Compared with the traditional state-owned enterprises, private enterprises are still in the quandary of not going on scale and not being able to keep talents. Therefore, we should improve the level of human resources management. The establishment of scientific and effective employee incentive system has become an obstacle that must be overcome in the development of private enterprises. This paper takes Yilin Film and Television Company as the research background, based on the theory of demand hierarchy, two-factor theory, achievement need theory, ERG theory, internal incentive theory and so on. Through the analysis of the present situation of human resources and the existing incentive system of the company, this paper finds out the existing problems and defects, and then talks closely with the employees in the form of interviews, from salary and welfare, performance appraisal, personal development. Starting from the four different dimensions of corporate culture, this paper puts forward open questions to employees, summarizes the areas that need to be improved from the feedback of employees, and finds out the effective incentive factors as the basis of the design of the new employee incentive system. Through the research and analysis, it is found that the existing employee incentive system of Yilin Film and Television Company has not played a good role in incentive, so the loss of employees in the enterprise is serious and the development of the company is hindered. After scientific and reasonable design, the employee incentive system includes the incentive demand of employees for salary and welfare, performance appraisal, personal development and corporate culture, and the incentive for employees is more comprehensive and effective than before. It makes the enterprise more United and the human resource structure more stable, which urges the employees to consciously unify their personal goals with the future development of the enterprise, and gradually realize the common goals of the two.
【學(xué)位授予單位】：中國(guó)地質(zhì)大學(xué)（北京）
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;J94

【參考文獻(xiàn)】

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本文編號(hào)：2489877