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MBA硕士毕业论文_公司技术性人才激励体系改进研究PDF

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在当前事业单位体制深化改革的大背景下,目前大部分地质勘查企事业单位的技术性 人才工作积极性不高,创新力不足,H公司作为地质企事业单位的 一员,如何更有效的激 励H公司的技术性人才的工作积极性,则是一项重要的课题。 本论文以H公司的技术性人才为研究对象,依据国内外成熟的激励理论和方法,比如 综合文献 法、访谈法、问卷调查法等,结合H公司技术性人才激励现状,本论文提出了H 公司技术性人才激励体系存在如下5个方面的问题:(1)管理制度相对落后(2)薪酬绩 效分配不合 理,绩效考核采取平均主义的模式(3)对技术性人才的重视度偏低,课题申 报、创新扶持不够(4)技术性人才晋升困难、个人发展空间受限(5)缺乏激励措施的有 效性评价, 并持续改进,并对这5个问题进行了深度分析。分析可知,H公司根据马斯洛 需求层次理论设计技术性人才激励因素,虽然比较全面但从实际实施情况看效果并不好, 这主要是因 为H公司简单照办激励理论的办法脱离了企业运营的实际,没有分清激励因素 的作用关系,导致激励效果差。 为识别激励H公司技术性人才的主要因素,本论文结合H公司技术性人 才的结构特征 和分类,把激励H公司技术性人才的19种激励因素做了重新的族群分类,把可能影响H 公司技术性人才工作积极性的因素分为三个方面:(1)工作条件影响激励因素 族群;(2) 工作自身激励因素族群;(3)自我价值实现激励因素族群。依据19种激励因素族群,结 合H公司的相关专家的建议,设计了H公司技术性人才激励调查问卷,共发放 121份调查 问卷,回收,整理后的有效调查问卷117份,根据SPSS数据处理软件的克隆巴赫 Alpha 信度系数分析,本论文问卷调查样本总表量的信度系数为0.866,本论文问卷调查 整理出 来的数据是比较可信的,可以用于后面的统计分析。通过SPSS软件对H公司技术性人才 激励因素族群:薪酬、福利、H公司实力及前景、绩效考核、奖惩、工作环境、管理 制度、 公司文化、编制、创新发展、课题申报、经费支持、工作压力、专业与岗位适配、岗位晋 升、培养规划、个人发展空间、职称、荣誉等族群因素进行了针对H公司技术性人 才的激 励作用研究,并据此再结合H公司的专家建议对这5个问题提出了改进建议。 本论文的结论对H公司技术性人才激励体系可提供有效地参考意见,并对地质同行业 同类型相 关企业的技术性人才激励体系提供有效参考价值。 关键词:H公司;技术性人才;激励因素;激励体系 II Abstract Under the background of deepening reform for institutional system in the current, most of technical personnel so work enthusiasm is not high and lack of innovation the in the geological prospecting enterprises at present. H company as a member of the geological institutions and enterprises. It is an important topic how to be more effective incentive work enthusiasm of the H company's technological talent. The research is on the basis of mature and incentive theory with H company's technical talent as the research object, and used a variety of methods such as comprehensive literature, interviews, questionnaires and so on. Combining the current incentive situation of H company technical talent, it is put forward the H company technical talent incentive scheme has the following five aspects of problems: (1)the management system is relatively backward(2)unreasonable distribution of salary performance and performance appraisal adopts the model of egalitarianism (3) promotion difficulties for technical talent and limited personal development space (4) technical talent promotion difficult, personal development space is limited (5) the lack of incentive effectiveness evaluation and continuous improvement program, which were in-depth analysis to these five issues that was conducted. The results show that H Company designed the technical talent incentive factors based on Maslow's "Demand Hierarchy". Although it is more comprehensive, it is not good from the actual implementation. The main reason is that technical talent incentive factors of H Company breaks away from the actual operation on the enterprise, which is copied simply the incentive theory and the role of the incentive factors is not distinguished resulting in poor incentives. In order to identify the main factors that motivate technical talent of H company, combined characteristics of H company technical talent structure and the classification of H company technical talent, it were reclassified with the 19 incentives factors affecting the technical talents’ work enthusiasm and inspired H company's technical talents, which are divided into three aspects :(1) factors affecting working conditions; (2) factors in the work itself; (3) factors of self-realization. New ethnic groups based on 19 incentives factors, the H company technical talent incentive questionnaire was designed, which a total of 121 questionnaires were distributed, and 117 valid questionnaires were collected and arranged, combined the recommendations of relevant experts of H Company. According to analysis of the cloned Bach Alpha reliability coefficient of SPSS data processing software, the reliability coefficient for the total sample size of the questionnaire survey is 0.866. It is that the data compiled by the questionnaire survey are more credible and can be utilized for subsequent statistical analysis. Through SPSS software III analysis for the new ethnic groups of H company technical talent incentive factors, such as salary, benefits, strength and prospects of H company, performance appraisal, rewards and punishments, working environment, management system, corporate culture, innovation and development, application of subject, funding support, work stress, professional and adaptation, promotion, training program, personal development space, title, honor, teamwork, that have carried out research on the incentive effect of H company's technical talents. With the results from data of statistical analysis, the suggestions for improvement were given based on the statistical data and combined with the expert advice of H company. The conclusion of this paper can provide the helpful reference for H company's technical talent incentive scheme, and are helpful reference value for the same type of related enterprises in the same geological industry. Key words: H company;Technical talent ;Incentive factors;Incentive system IV 目 录 一、绪论 ...................................................................................................................................... 1 (一)选题背景及意义 ....................................................................................................... 1 (二)国内外研究现状 ....................................................................................................... 3 1.国外研究现状 ......................................................................................................... 3 2.国内研究现状 ......................................................................................................... 4 (三)研究内容及方法 ....................................................................................................... 4 (四)研究的思路和框架 .................................................................................................... 6 二、研究的相关理论概述 ............................................................................................................. 7 (一)技术性人才及其特征 ................................................................................................ 7 1.技术性人才的概念 .................................................................................................. 7 2.技术性人才的特征 .................................................................................................. 7 (二)技术性人才的需求特征 ............................................................................................ 8 1.合理的薪酬和福利 .................................................................................................. 8 (三)技术性人才激励的方式与作用 .................................................................................. 9 1.技术性人才激励的方式 ........................................................................................... 9 2.技术性人才激励的作用 ...............................