中国电力制度改革第二阶段的大幕即将开启,电力企业市场化变革的要求日

渐迫切。在机遇与挑战并存之刻,中能电力工程公司应加快摆脱传统垄断商业模

式的禁锢,主动适应市场环境。而建立健全公司员工激励机制,是稳定公司人才

队伍,实现企业战略发展目标的有效途径。

本文共分为四个部分。第一部分为绪论。主要论述了本文的选题背景与研究

意义、研究内容与研究方法等内容。第二部分为中能电力工程公司员工激励机制

现状分析。第三部分为中能电力工程有限公司员工激励机制改进。在文章前两部

分深入分析论证的基础上,提出了激励机制改进的具体内容。第四部分是中能电

力工程公司员工激励机制的实施。

本文通过的调查研究,深入分析了中能电力工程公司员工激励机制的构成,

实践成果与不足之处。主要存在薪酬福利缺乏弹性、绩效管理制度不完善、员工

的职业发展体系不健全、培训管理不到位、激励机制失衡的问题。针对这一系列

问题展开论证,对导致这些问题出现的原因进行挖掘,加之对员工需求进行分析

的基础上,提出了涵盖薪酬福利、绩效管理、员工职业发展、培训管理和工作激

励五个部分的改进设计。最后对改进后的方案实施进行了探讨,详细剖析了激励

机制实施的障碍与支持体系,并对实施效果作了预期展望。本文的研究运用调查

法与实证法相结合,研究成果给中能电力工程公司提供了及时、可信的建设性意

见,从而为中能电力工程公司改进激励机制设计,充分发挥激励机制的作用,提

高企业生产效率,提升企业竞争力提供了一些建议。

关键词:电力公司;员工需求;绩效;激励机制

T商骨硕士学位论义

Abstract

China electric power system reform of second stage is about to open the curtain,

reform of electric power enterprise market requirements increasingly urgent.

Opportunities and challenges in the moment, in electric power engineering company

should speed up to get rid of traditional confinement of the monopoly of commercial

pattern,adapt to the market environment. Therefore,establish and improve the

company employees incentive mechanism is the effective way to retain the talent staff

and realize enterprise strategic development goals.

This paper is divided into four parts. The first part is an introduction. Mainly

discusses the background and significance of this research, research and research

methods and so on. The second part of the energy status of Power Engineering

Company Employee Incentive Mechanism. The third part of the Power Engineering

Co.,Ltd. can improve employee incentives. In the first two parts of the article-depth

analysis on the basis of the argument put forward incentives to improve specific

content. The fourth part is the implementation of the energy power engineering staff

incentives.

After years of development and change, the energy power engineering company

established a modern enterprise management system,management capacity in the

industry-leading level. Through research, in-depth analysis of the structure, practice

effects and the inadequacies of the energy power engineering staff incentives. Salaries

and benefits mainly the lack of flexibility, performance management system is

imperfect,staff career development system is not satisfactory, training management is

i not serious,incentives imbalances. Expand the argument for this series of questions

on the causes of these problems arise mining,coupled with in-depth analysis of the

needs of employees, an improved design to cover salaries and benefits,performance

management,career development, training, management and work incentives in five

parts. Finally, the improved implementation of the program were discussed, a detailed

analysis of the obstacles and incentives to support the implementation of the system,

and the implementation of the results were expected outlook. This paper studies the

use and empirical investigation of the Combination, the research results to the power

engineering company can provide timely,credible and constructive comments to

improve the incentive mechanism designed for the energy company, give full play to