本文關鍵詞： 人力資源 激勵機制 非物質激勵 遲延效應　出處：《天津大學》2007年碩士論文　論文類型：學位論文

【摘要】： 在當今的中國,通信企業(yè)幾大龍頭共享市場,進入WTO以后,為適應市場經濟的需要,政府一再強調外資通訊公司可以在適當的時機進入中國市場,一時間各大通信公司劍拔弩張,競爭處于白熱化階段。 各大公司在街頭巷尾都作了鋪天蓋地的廣告,為自己的產品尋求潛在的市場。而競爭的核心則在于對人才的競爭,企業(yè)的靈魂是企業(yè)的員工,員工的素質決定企業(yè)的優(yōu)劣,怎樣發(fā)揮員工的積極性、創(chuàng)造性,讓員工為企業(yè)做出自己最大的努力,這是當今企業(yè)都在尋求的實現企業(yè)目標的一個必備的條件。 本文首先對選題的背景做了介紹,查閱了古今中外大量的文獻,并進行了詳細的論述。然后對濟南網通公司進行了隨機調查問卷,問卷內容包括濟南網通公司的現行激勵制度的設計狀況、運行狀況,把員工按照不同工作性質,不同職位,不同學歷,不同工資水平等進行分類,對其分別進行調研、統(tǒng)計、分析,在此基礎上找到濟南網通公司現行的激勵機制存在的問題,并在文章的最后一部分提出有針對性的人才激勵政策建議。 本論文通過調查得出濟南網通公司存在的幾個嚴重制約企業(yè)的瓶頸問題:企業(yè)對員工的激勵的設計缺乏長效機制,忽視對員工激勵實施中存在的遲滯效應,對職工的非薪金激勵機制不到位,致使員工的團體意識淡漠,并分析了問題出現的原因。本文在已有的理論基礎上進行了一定的創(chuàng)新,提出了一些理論原則,可行性措施和具體的激勵方式,這些都有利于公司的激勵機制的可行性操作,以期能為同行業(yè)企業(yè)的人力資源的激勵機制的建立和實施做出基礎性的理論貢獻。
[Abstract]:In today's China, several leading telecommunications enterprises share the market. After entering WTO, in order to meet the needs of the market economy, the government has repeatedly stressed that foreign communication companies can enter the Chinese market at an appropriate time. At one time, the major communications companies at loggerheads, the competition is in the white-hot stage. Every major company has made numerous advertisements on the streets and lanes to seek a potential market for its products. The core of the competition lies in the competition for talents. The soul of the enterprise is the employees of the enterprise, and the quality of the employees determines the quality of the enterprise. How to give full play to the enthusiasm and creativity of employees and make employees make their best efforts for enterprises is a necessary condition for enterprises to achieve their goals. This paper first introduces the background of the topic, looks up a large number of literature, and discusses it in detail, and then carries out a random questionnaire to Jinan Netcom Company. The contents of the questionnaire include the design and operation of the current incentive system of Jinan Netcom Company. The employees are classified according to different working properties, different positions, different academic qualifications, different salary levels, etc. On the basis of the analysis, this paper finds out the existing problems in the incentive mechanism of Jinan Netcom Company, and puts forward some suggestions on the talent incentive policy in the last part of the article. Through the investigation, this paper concludes that there are several bottleneck problems in Jinan Netcom Company: the design of incentive to employees is short of long-term mechanism, and the hysteresis effect exists in the implementation of incentive to employees is ignored. The non-salary incentive mechanism of the staff is not in place, which causes the staff's group consciousness to be indifferent, and analyzes the causes of the problems. This paper makes some innovations on the basis of the existing theories, and puts forward some theoretical principles. The feasibility measures and specific incentive methods are beneficial to the feasible operation of the incentive mechanism of the company, in the hope of making a basic theoretical contribution to the establishment and implementation of the incentive mechanism of human resources in the same industry enterprises.
【學位授予單位】：天津大學
【學位級別】：碩士
【學位授予年份】：2007
【分類號】：F272.92;F626

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本文編號：1541165