摘要
摘要
员工激励体系指的是员工受外在某种形式的积极鼓励而充分发挥主观能动
作用去更好的完成工作目标,可体现出员工对企业经营和发展状态、人力资源管
理制度等的认可,与员工的工作效率和质量等之间存在十分密切的联系,但是,
在很多企业中,日常生产和经营过程中,受到巨大工作压力及繁重工作负担等因
素的影响,很多工作人员的工作状态都往往并不处于较好的水平上。如果企业不
会利用内外部的物质或精神激励手段去积极调动员工的积极性、主观能动性去缓
解工作本身及工作外部的负能量,某种程度上易造成员工工作上积极性不高、工
作态度不认真、工作效果和效率低下等多一连串问题,甚至造成企业人员不正常
流动和流失,给企业人力资源存量和增量提高带来负面影响,也影响到企业的长
期发展与稳定。为此,企业需要充分调动员工工作积极的正能量,及时发现问题
并予解决

近年来,我国的港口行业得到快速的发展,众多港口企业在人力资源方面的
需求也越来越髙。港口企业在员工工作状态的关注程度上需要进一步强化,积极
应对企业人力资源问题诊断和措施落实,从而有效调动员工的工作热情和提髙员
工满意程度,尽可能使企业人力资源状态与企业发展的各个阶段相匹配,促进企
业长足发展。作为典型的港口企业,天津港建设公司随着天津市滨海新区国家发
展战略不断深入而进入了快速发展阶段。但是,受到企业发展战略、规模扩张及
其用工形式多样复杂性等因素影响,在该公司存在较为突出的员工激励体系不完
善问题,不利于企业的发展壮大。在本文的研宄过程中,即选择天津港建设公司
为例,立足员工激励体系相关理论,对天津港建设公司员工激励体系现状进行调
查分析。通过调查统计分析,结合公司员工现状,挖掘深层次问题及原因,有针
对性地寻找可行性的解决方案或措施。研宄过程中,通过走访调查,了解到天津
港建设公司员工激励体系不健全,员工激励形式单一,员工激励体系落实不到位
等具体情况。本文通过一、二手资料的整理统计,以及现场员工走访调查,更加
深入地查找存在的问题,并对照存在问题和现象探宄造成天津港建设公司员工激
励体系问题的根源所在,并对非系统性实质问题提出改进措施,并对系统原因造
成激励体系问题进行弱化或者规避。根据调查发现,与港口行业特征和多元化有
中文摘要
关激励问题,主要表现为企业的用工形式、企业拥有正式在册的和劳务派遣形式
等身份多样的员工,由于身份问题导致同工不同酬以及各项福利待遇区别对待等
因素。研究结果提示,对港口企业而言,需要关注员工激励相关因素的重视程度,
并积极采取有效措施,不断提高员工的企业认同度和工作满意度。结合天津港建
设公司实际,本文有针对性的政策建议及可参考的做法,以期为天津港建设公司
及具有类似问题的企业建立健全企业员工激励体系,改进提高管理水平提供借
鉴

关键词:港口企业;企业员工;激励体系;天津港建设公司
英文摘要
ABSTRACT
Incentive mechanism refers to the employees by encouraging some form of
external and give full play to the subjective initiative to better accomplish the goal,
can reflect the employee recognition of enterprise management and development,
human resources management system,there is a very close connection among the
employee’s work efficiency and quality etc,but many staff are often not in a good
state level at the daily production and operation process in many enterprises, who are
influenced by the factors of great work pressure and heavy work burden. If the
enterprise does not use external material or spiritual incentives to mobilize the staffs
enthusiasm and initiative ,to ease the negative energy of work itself and external work,
to some extent, it is easy to cause a low level of the work enthusiasm, serious work
attitude, work effect and efficiency etc. a series of problems, even the abnormal flow
of enterprise personnel,have a negative impact to the enterprise human resources
stock and increment, also affect the stability and long-term development of enterprises.
To this end, enterprises need to fully mobilize the positive energy of staff work, timely
detection of problems and solutions.
In recent years, as China’s port industry’s rapid development, many port
enterprises in the hximan resources demand is also increasing. The degree of concern
in the port enterprise staffs need to further strengthen the implementation of
enterprise human resources,actively respond to the problem diagnosis and measures,
so as to effectively mobilize the enthusiasm of staff and improve employee
satisfaction, as far as possible to match the different phases of enterprise human
resource status and development of enterprises, promote the rapid development of
enterprises. As a typical port enterprise,Tianjin port company has entered a rapid
development stage with the development strategy of Tianjin Binhai New area.
However, influenced by the enterprise development strategy, scale expansion and
employment diversity complexity and other factors, the company’s employees
incentive mechanism is not perfect enough to help enterprise grow. To take Tianjin
port company as an example, tiiis paper investigate the Tianjin port company staff
incentive mechanism based on the theory of employee incentive mechanism in the
research process. Through the investigation and statistical analysis, combined with the
status quo of the company employees, dig deeply problems and causes, targeted to
英文摘要
find feasible solutions or measures. Through the investigation research, to find that
the Tianjin port company staff incentive mechanism is not perfect, the form of
employee incentives is a single,the implementation of the staff incentive mechanism
is not in place, etc. In this paper, through the collection and collation of primary and
secondary data, and the employee survey, more in-depth find out the existing
problems, and explore the root causes for control the problems and the phenomenon
of the Tianjin port company employees incentive mechanism, put forward the
improvement measures of the non systematical substantive issues, and weaken or
avoid the impact caused by the systemic mechanism. According to the survey,
incentive problems related to the port industry and group diversified characteristics,
mainly for the corporate form of employment, enterprises have various employees
such as officially registered and labor dispatch, unequal pay caused by the identity
problem and welfare be treated differently and other factors. The results show that, for
port enterprises, we need to pay attention to the important degree of the staff incentive
factors, and actively take effective measures to continuously improve the employee^
corporate identity and job satisfaction. According to the actual situation of Tianjin
port, this paper targeted policy recommendations and reference to the practice, in
order to establish and perfect the incentive mechanism, improve tibe management
level for reference for employees of Tianjin port company and enterprises of similar
problems.
Key Words: Port Enterprise; Enterprise Staff; Incentive Mechanism; Tianjin
Port Company
目 录
目 录
第1章绪论 1
1.1研宄背景与意义1.1.1研宄背景1.1.2研宄意义1.2国内外研究现状1.2.1国外相关理论研究1.2.2国内研宄和现状1.3研宄内容及框架1.3.1研宄内容1.3.2研宄方法1.3.3论文框架第2章相关理论综述2.1概念界定2.1.1人力资源管理基本概念2.1.2激励及激励体系概念界定2.1.3激励体系作用2.2激励体系相关理论基础2.2.1需求层次理论2.2.2双因素理论2.2.3目标设置理论2.2.4激励强度理论2.3关于激励的综合研宄2.3.1主观能动与绩效目标的联系2.3.2奖励设定与绩效目标的联系2.4激励的方式方法研究2.4.1个人激励方式方法2.4.2团队激励方式方法第3章天津港建设公司员工激励体系现状及问题分析
22
3.1天津港建设公司概况
22
3.1.1天津港建设公司地理特点
22
3.1.2天津港建设公司发展历程
22
3.1.3天津港建设公司组织结构
22
目 录
3.2天津港建设公司人力资源概况
23
3.2.1天津港建设公司员工总体概况
23
3.2.2天津港建设公司员工结构特征
23
3.3天津港建设公司员工激励体系现状分析
30
3.3.1天津港建设公司员工激励体系主要内容
.....30
3.2.2天津港建设公司员工激励体系运行效果评价
31
3.4天津港建设公司员工激励体系的主要问题
32。。。以上简介无排版格式，详细内容请下载查看