哈尔滨工业大学工商管理硕士学位论文
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摘 要
在现实的企业人力资源管理中，往往会出现管理人员抱怨员工工作积极性
不高，员工抱怨企业在薪酬、晋升等方面不公平的现象，尽管企业在不断改进
和完善激励机制，但所取得的效果却不理想。

中国通讯行业改革以来，国内电信运营商加快了整合重组步伐，并最终形
成了中国移动、中国联通和中国电信三家运营商三足鼎立的局面。中国联通继
承了原电话局、原网通的业务，不但保留了更多的历史包袱，而且在经营管理
中始终受到计划经济体制的影响。在市场份额本来就落后中国移动的情况下，
中国电信的成立更是为联通增加了一个新的强劲竞争对手。作为中国联通分支
机构，中国联通 H 市分公司不但要面临残酷的市场竞争压力，还要加快推进企
业向公司化转型的步伐，科学合理地完善相关制度设计，而一线员工激励机制
就是其需要着重完善的一项重要内容。本文依据马斯洛需求层次理论等相关理
论，对中国联通 H 市分公司一线员工结构与需求特点进行了调查分析。在此基
础上，通过与现行激励机制进行对比，发现现行激励体制指标设计单一，在薪
水水平设置、福利待遇、员工晋升等方面不能有效满足一线员工需求。针对以
上问题，本文结合中国联通 H 市分公司实际，从员工薪酬、福利待遇、员工培
训、员工晋升、员工职业生涯设计等方面提出改进措施，为企业适应日益激烈
的市场竞争环境争取了主动，也为其他企业提供了一个参照的范本和宝贵经验。

关键词：激励机制；中国联通；一线员工；员工激励哈尔滨工业大学工商管理硕士学位论文
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Abstract
In the human resource management of enterprises in reality, there often appear
such phenomenon that managers are complaining employee job enthusiasm is not
high, and that employees are complaining enterprise in salary, promotion and other
aspects of unfair phenomena. Although enterprises have been continuously
improving and perfecting the incentive mechanism, but the effect is always barely
satisfactory.
Since the reform of the telecommunications system, the domestic telecom
operators have been restructured. As a result of that, China telecommunications was
in a situation of tripartite confrontation pattern by the main three operators, the
China Mobile, China Unicom and China Telecom. With different of China Mobile
and China Telecom, China Unicom inherited Telephone Bureau and the original
Netcom business. By the effect of reformation, China Unicom not only retmained
more of their historical burden, but always was affected by the planned economic
system in business management. In market share was behind China Mobile's case,
the establishment of China Telecom is also added a new rival for China unicom. As
Chinese Unicom branch, Chinese Unicom H City branch not only have to face the
pressure of cruel market competition, but also accelerate the pace of enterprise to
the company transformation, scientific and reasonable to improve the relevant
system design. And the incentive mechanism of employee is the need to focus on an
important content of perfecting. According to Maslow's hierarchy of needs theory,
the China Unicom H City Branch staff structure and demand characteristics were
investigated and analyzed. Compared with the existing incentive mechanism, this
paper finding out that the current incentive system was designed in single index,
and employee’s demand can not be met in salary, welfare, promotion. In view of the
above problems, this paper puts forward the improvement measures from the
aspects of employee compensation, benefits, employee training, promotion,
employee occupation career design, for the enterprise to adapt to the increasingly
fierce market competition environment for the initiative, also provides a reference
point and the valuable experience for other enterprises.
Keywords: incentive mechanism, china unicom, frontline staff, employee
motivation