在中国，酒文化作为一种特殊的文化载体，已经渗透到国家的经济、文化等诸 多领域。酒作为一种食品，具有一定的特殊性，而酒文化更是在我们生活中占据独 特地位的，因此与此有直接关系的酒类企业的发展也关乎着酒文化的传承与发展。 然而，目前我国酒类企业两极分化极其严重，生存环境亦不容乐观，这种形势下， 企业加快产品革新与升级、推进人才队伍建设，建立健全企业各项规章制度显得尤 为紧迫。而合理而有效的员工激励，可以很大程度上增加员工积极性与工作热情， 增强团队凝聚力，进而提升对于酒类产品生产、储藏、品质监管等方面的创造力与 核心竞争力，实现酒类企业的可持续发展。 本文以 K 酒业公司为例，在总结回顾国内外员工激励策略相关研究的基础上， 厘清了激励的概念、作用与组成元素，以 K 酒业公司员工作为出发点，通过调查问 卷等方法对 K 酒业公司员工的激励满意度进行调查，统计结果显示，K 酒业公司的 员工激励主要在物质激励与非物质激励两个方向上存在问题，细分后分别为薪酬、 绩效考核、职业生涯规划、教育培训、个人晋升等方面。 通过对 K 酒业公司员工激励存在的问题进行分析，提出了优化设计方案，有针 对性地对该企业员工激励进行改进，并提出了保障措施，希望能够为未来的相关研 究提供参考。 关键词：酒类企业，员工激励，满意度，保障措施II Research on Employee Motivation of K Liquor Company Abstract In China, as a special cultural carrier, liquor culture has penetrated into many fields such as economy, culture and so on. As a kind of food, liquor has certain particularity, and liquor culture occupies a unique position in our life. Therefore, the development of liquor enterprises directly related to this is also related to the inheritance and development of liquor culture. However, at present, the polarization of liquor enterprises in China is extremely serious, and the living environment is not optimistic. Under this situation, it is particularly urgent for enterprises to speed up product innovation and upgrading, promote the construction of talent team, and establish and improve the rules and regulations of enterprises. Reasonable and effective staff incentives can greatly increase the enthusiasm and enthusiasm of employees, enhance team cohesion, and further enhance the creativity and core competitiveness of liquor production, storage, quality supervision and other aspects, so as to achieve sustainable development of liquor enterprises. Taking K Liquor Company as an example, this paper clarifies the concept, function and components of incentive based on the summary and review of the relevant research on staff incentive strategies at home and abroad. Starting from the employees of K Liquor Company, this paper investigates the incentive satisfaction of employees of K Liquor Company by means of questionnaires and other methods. Employee incentives in industrial companies mainly exist in two directions: material incentives and non-material incentives. After subdivision, they are salary, performance appraisal, career planning, education and training, personal promotion and so on. Through the analysis of the problems existing in the staff incentive of K liquor company, this paper puts forward the optimum design scheme, improves the staff incentive of K liquor company, and puts forward the safeguard measures, hoping to provide reference for future related research. Key words: Liquor enterprises,employee motivation, satisfaction, safeguard measuresIII 目录 摘要.......................................................................................................................................1 Abstract................................................................................................................................. II 第 1章 绪论 ..........................................................................................................................1 1.1 研究背景和意义 ...................................................................................................... 1 1.1.1 研究背景 ........................................................................................................ 1 1.1.2 研究意义 ........................................................................................................ 2 1.2 研究内容和方法 ...................................................................................................... 3 1.2.1 研究的内容 .................................................................................................... 3 1.2.2 研究的方法 .................................................................................................... 4 1.3 国内外激励研究现状及其综述 .............................................................................. 6 1.3.1 国外研究现状及其综述 ................................................................................ 6 1.3.2 国内研究现状及其综述 ................................................................................ 6 第 2章 激励基础理论概述 ..................................................................................................8 2.1 激励的概念及组成元素 .......................................................................................... 8 2.1.1 激励的概念 .................................................................................................... 8 2.1.2 企业员工激励的组成元素 ............................................................................ 8 2.2 激励理论概述 .......................................................................................................... 9 2.2.1 马斯洛需求层次理论 .................................................................................... 9 2.2.2 双因素理论 .................................................................................................. 10 2.2.3 麦克利兰的需要理论 .................................................................................. 11 第 3章 K 酒业公司员工激励现状分析.............................................................................12 3.1 K 酒业公司概况 .................................................................................................... 12 3.1.1 公司简介 ...................................................................................................... 12 3.1.2 K 酒业公司人力资源状况概述 .................................................................. 12IV 3.2 K 酒业公司员工激励满意度的调查分析 ............................................................ 14 3.2.1 调查目的与方法 .......................................................................................... 14 3.2.2 调查问卷的设计思路 .................................................................................. 15 3.2.3 调查方案的确定及其实施 .......................................................................... 17 3.3 K 酒业公司员工激励满意度的调查结果分析 .................................................... 18 第 4章 K 酒业公司员工激励策略存在的问题分析.........................................................24 4.1 物质激励存在的问题分析 .................................................................................... 24 4.1.1 薪酬激励设置不合理 .................................................................................. 24 4.1.2 绩效考核评分制度缺乏科学性 .................................................................. 25 4.2 非物质激励存在的问题分析 ................................................................................ 26 4.2.1 员工职业生涯规划没有充分开展 .............................................................. 26 4.2.2 培训机会不均等 .......................................................................................... 27 4.2.3 晋升制度缺乏公平性 .................................................................................. 27 第 5章 K 酒业公司员工激励优化设计.............................................................................28 5.1 优化 K 酒业公司员工激励的思路与原则 ........................................................... 28 5.1.1 优化设计的思路 .......................................................................................... 28 5.1.2 优化设计的原则 .......................................................................................... 28 5.2 员工激励优化设计方案 ........................................................................................ 29 5.2.1 构建公平合理的薪酬体系 .......................................................................... 29 5.2.2 建立合理的绩效考核机制 .......................................................................... 31 5.2.3 开展职业生涯规划和管理 .......................................................................... 33 5.2.4 构建完善的企业培训体系 .......................................................................... 34 5.2.5 切实完善员工晋升制度 .............................................................................. 35 第 6章 K 酒业公司实施员工激励的保障措施.................................................................37 6.1 树立“以人为本”的管理理念................................................................................. 37 6.2 管理高层应积极重视 ............................................................................................ 37 6.3 保证各项制度的连续性 ........................................................................................ 37 6.4 建立良性竞争机制 ................................................................................................ 38 第 7章 研究结论与展望 ....................................................................................................39