对于激励的研究，国外已有许多成熟的理论，而国内对于激励的研究起步较晚， 现在所有的研究理论基本脱胎于国外的研究成果，却不适用于主要由 21 世纪科技 人才所支撑的中国企业，并且，有关国内对于激励的研究都不成系统，缺少对软件 外包企业员工的特殊考量。 在软件外包行业，随着中国对日软件外包从热潮期迈向持续发展的稳定阶段， 目前中国大部分从事对日软件服务外包的企业仍然处于低端的代码加工层次，依靠 低廉的人力成本吸引客户。在这样的背景下，软件外包企业由于收入增长缓慢，工 作缺乏挑战性和创造性，导致个人能力提升受到限制，晋升渠道比较局限，使得员 工消极倦怠，人才流动性大。由此，软件外包企业对人力资 源都开始加以高度的 重视，而激励管理以及激励优化是人力资源管理的核心问题，因此公司激励的优化 就显得尤为重要。 基于前述背景，本文以 XX 软件外包企业实例进行分析研究发现，其所属公司 员工激励存在的问题表现在薪酬和福利设置以及绩效考核的方法等物质激励不合 理；公司对员工的关心程度不足，员工的归属感不强烈等精神激励不到位；成长空 间以及培训教育等成长激励不理想。对此本选题提出优化薪酬体系，优化构建绩效 体系的内容和指标等进一步健全员工绩效考核机制的建议。提出了加强员工情感激 励和加强企业文化建设等完善精神激励内容的建议。提出了关注员工职业成长，完 善员工职业生涯路径，加强员工的教育培训等进一步细化员工个人职业生涯规划的 建议。以此使企业可以更好的用好人才、留住人才，进而提升其所属公司在软件外 包行业中的核心竞争力，为企业创造更大的利益,并对软件外包行业激励优化产生 借鉴意义。 关键词：软件外包；激励；优化I ABSTRACT There are many mature theories in foreign countries about incentive research, but domestic research on incentive started late.Now all the research theories are basically based on foreign research results，but they are not applicable to Chinese enterprises mainly supported by scientific and technological talents in the 21st century.Moreover, domestic research on incentive is not systematic and lacks special consideration for employees of software outsourcing enterprises. In the software outsourcing industry, as China's software outsourcing to Japan from the boom to a stable stage of sustainable development.the majority of companies engaged in software outsourcing to Japan are still relying on low value-added coding testing services to attract customers by low cost.In this context, software outsourcing enterprises due to slow income growth, lack of challenging and creative work.As a result, their personal capabilities have been limited and their promotion channels have become more limited.This has made employees passively exhausted and have a high degree of talent mobility. As a result, software outsourcing companies have begun to pay high attention to human resources. Incentive management and incentive optimization are the core issues of human resource management. Therefore, the optimization of corporate incentives is particularly important. Based on the above background,according to XX software outsourcing enterprise instance, the author found that the problems in the employee motivation of her affiliated company are reflected in the unreasonable material incentives such as compensation and welfare setting and performance evaluation methods. The company's lack of care for employees, employees do not have a strong sense of belonging and other spiritual motivation is not in place; growth space and training education and other growth incentives are not ideal. For this, the author tries to put forward some suggestions to further improve the employee performance appraisal mechanism, including the optimization of the pay system, the optimization of the content and indicators of the performance system.The proposals for strengthening the spiritual motivation of employees, including strengthen the emotional motivation of employees and strengthen the construction of enterprise culture are proposed. Suggestions are put forward to further refine the personal career planning of employees, such as paying attention to the employee's professional growth, paying attention to the career growth of employees,II strengthen the employee's education and training.In this way, enterprises can make better use of talents and retain talents, thereby enhancing the core competitiveness of their companies in the software outsourcing industry, creating greater benefits for enterprises, and generating reference for the optimization of software outsourcing industry incentives. KEYWORDS: Software Outsourcing; Incentive;Optimize1 目 录 第一章 绪论...................................................................................................1 第一节 研究背景及目的 ................................................................................................1 一、研究背景................................................................................................................1 二、研究的目的............................................................................................................1 三、研究意义................................................................................................................2 第二节 国内外研究现状综述 ........................................................................................2 一、国外研究成果综述................................................................................................2 二、国内激励研究现状综述........................................................................................2 第三节 研究内容与研究方法 ........................................................................................3 一、研究内容................................................................................................................3 二、研究方法................................................................................................................3 第四节 研究创新点 ........................................................................................................4 第二章 员工激励的理论基础.......................................................................5 第一节 经典的激励理论 ................................................................................................5 一、内容型激励理论....................................................................................................5 二、过程型激励理论....................................................................................................6 三、综合型激励理论....................................................................................................7 第二节 员工激励的主要内容及方法 ............................................................................8 一、员工激励的主要内容............................................................................................8 二、员工激励的主要方法............................................................................................8 第三节 企业激励的三大表现形式 ................................................................................9 一、以经济利益为核心的物质激励............................................................................9 二、以自我实现为核心的精神激励............................................................................9 三、以人本管理为核心的成长激励............................................................................9 第三章 XX 软件外包公司员工激励的现状..............................................11 第一节 XX 软件外包公司基本情况..........................................................................112 一、XX 软件外包公司基本情况................................................................................11 二、XX 软件外包公司组织架构................................................................................11 第二节 XX 软件外包公司的员工激励的现状.......................................................... 13 一、物质激励的现状.................................................................................................. 13 二、精神激励的现状.................................................................................................. 14 三、成长激励的现状.................................................................................................. 15 第四章 XX 软件外包公司员工激励问题分析..........................................17 第一节 员工激励情况问卷调查与结果分析.............................................................. 17 一、问卷调查基本情况概述...................................................................................... 17 二、员工对物质激励的认知与满意度...................................................................... 18 三、员工对精神激励的认知与满意度...................................................................... 22 四、员工对成长激励的认知与满意度...................................................................... 24 第二节 员工激励存在的问题分析.............................................................................. 26 一、物质激励不合理.................................................................................................. 26 （一）薪酬和福利设置不合理.................................................................................. 26 （二）绩效考核方法不合理...................................................................................... 27 二、精神激励不到位.................................................................................................. 27 （一）公司对员工的关心程度不足.......................................................................... 27 （二）员工的归属感不强烈...................................................................................... 27 三、成长激励不理想.................................................................................................. 28 （一）成长空间不理想.............................................................................................. 28 （二）培训教育情况不理想...................................................................................... 29 第五章 XX 软件外包公司员工激励优化的建议......................................30 第一节 激励优化的对策建议...................................................................................... 30 一、优化物质奖励体系.............................................................................................. 30 （一）薪酬体系.......................................................................................................... 30 （二）绩效考核体系.................................................................................................. 31 二、完善精神激励内容.............................................................................................. 31 （一）加强员工情感激励.......................................................................................... 31 （二）加强企业文化建设.......................................................................................... 323 三、细化职业生涯规划..............................................................................................32 （一）关注员工职业成长..........................................................................................32 （二）完善员工职业生涯路径..................................................................................33 （三）加强员工的教育培训......................................................................................34 第二节 激励优化的实施保障 ......................................................................................35 一、人才的保障..........................................................................................................35 二、制度的保障..........................................................................................................36 （一）绩效考核的保障..............................................................................................36 （二）激励的保障......................................................................................................36 三、文化保障..............................................................................................................36 第六章 结论与展望.....................................................................................38 第一节 结论 ..................................................................................................................38 第二节 展望 ..................................................................................................................38