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MBA毕业论文_SHJK工程咨询公司技术人才激励机制研究DOC

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内容简介
I 摘要 在全球经济高速发展的今天,企业生存、发展所依赖的生产要素不断改变, 人的要素在其中所占据的重要性也越来越大现阶段企业的竞争便是人才的竞 争。尤其是工程这种需要专业技术人才的企业。从事工程技术工作的专业人才, 在企业中与管理人才或普通产业工人有着明显的不同,他们所在的专业岗位, 必须具有相应的专业技术门槛或持有从业资格证书,并从事技术要求强的专门 化工作。技术人才与一般的管理人才,相对应的工作更加专业、指向性较强, 为此,从事工程技术的专业人才的敬业精神、独创能力和优秀的思维品质都要 求高于普通企业职工;因此,为使得专业技术人才充分发挥才干,激励他们强 烈的责任感势在必行。 本文从人才激励理论研究出发,分析了建筑工程行业技术人才与一般人才 的区别于特点,同时在借鉴国内外相关研究成果的基础上,利用访谈与问卷调 查相结合的方法,以 SHJK 工程咨询公司为研究对象,针对公司中具有专业技术 的人才的使用状况提出判断,然后从人才激励机制入手,发现专业技术人才使 用中存在的一些问题加以展开分析,探讨运用人才激励机制去提升他们工作积 极性和自主创新能力,结合有碍于人才激励的瓶颈,找到其背后的原因进行综 合分析;在对问题进行逐一分析后,提出了相应的人才激励措施。SHJK 公司`′的 发展和人才结构,尤其对核心员工的激励,单一的`′薪酬体系早已不是满足核心 员工的多样化需求,原有的薪酬体系必须优化加以改善。应合理考虑核心员工 持股公开同样岗位的市场工资水平、增加外出培训机会、增加′`额外的保险与福 利等。加强激励和业绩评价,通过各种方式努力提高技术人才的发挥才干的热 情,增强他们对工作自身的自觉性,充分发挥 SHJK 公司技术人才高素质创新才 智。 关键词:工程咨询技术人才;激励;企业文化ABSTRACT II ABSTRACT With the development of economy and the changes of human needs, in twenty-first Century the enterprise lack most is talent, enterprise competition is the talent competition, in the current social environment, how to attract talents has become a problem related to the survival and development of enterprises and of vital importance, and to retain talent has become a big problem: the mobility of talents is very strong, good talent plays a great role in the enterprise beyond doubt. The key is that the incentive problem of talents, how to establish a set of incentive mechanism to adapt to the development of enterprises and the related salary management system, stimulate staff's subjective initiative, potential and innovation ability, which is an important problem facing most of the enterprises in china. In fact, there are many companies taking money as a motivating factor, but it is not a cure. This paper first puts forward the existing problems of talent management in China, and analyzes the underlying causes and background of the paper. Based on these problems, the corresponding solutions are put forward. In this paper, through a large number of reading studies, the rise and development of the technical talents of construction engineering enterprises and the practical work of their own construction enterprises have seen some deficiencies in the incentive management of the professional and technical personnel in the enterprises, and also realize the huge loss to the enterprises with the loss of professional technical talents. It is very important to perfect the reasonable incentive system for retaining talents. At home and abroad on the research results of technical talents incentive, a comprehensive view of the information has been read, the related research on the problem of talent incentive in construction engineering enterprises is mainly focused on several aspects: the incentive mechanism is not comprehensive, and the enterprise construction culture is lagging behind. Enterprises improve measures through talent incentives, such as: optimization measures of talent incentives, optimization of implementation plan, optimization of plans, implementation and evaluation.ABSTRACT III This paper finds that the development of the enterprise and the structure of talent, especially the incentive to the core staff, the single salary system is not satisfied with the diversified needs of the core staff, and the original salary system must be optimized to improve. We should consider the core salary of employees, share the same salary, increase training opportunities and increase insurance and welfare. Through various ways, efforts should be made to improve employees' intrinsic motivation and enhance their interest in the work itself, so as to form a driving force to motivate employees to give full play to their potential. Key Words: Engineering consulting; Technical personnel; Incentive mechanism; enterprise culture目录 IV 目 录 第 1 章 导论.................................................................................................................1 1.1 研究背景............................................................................................................1 1.2 研究目的和意义 ................................................................................................2 1.2.1 研究目的 .............................................................................................2 1.2.2 研究意义 .............................................................................................2 1.3 国内外研究现状................................................................................................4 1.3.1 国外研究现状 .....................................................................................4 1.3.2 国内研究现状 .....................................................................................5 1.3.3 国内外研究综述 .................................................................................6 1.4 研究内容和方法................................................................................................6 1.4.1 研究内容 ..............................................................................................6 1.4.2 研究方法 .............................................................................................7 第 2 章 研究的相关理论...........................................................................................9 2.1 专业技术人才与激励概念 ................................................................................9 2.1.1 人才的概念 .........................................................................................9 2.1.2 专业技术人才 .....................................................................................9 2.1.3 激励与人才激励 ...............................................................................10 2.1.4 激励方式 ...........................................................................................10 2.1.5 激励机制概念 .................................................................................11 2.2 内容型激励理论..............................................................................................12 2.2.1 马斯洛的需求层次理论 ....................................................................12 2.2.2 赫尔伯格双因素理论 .......................................................................12 2.3.3 成就需求理论 ...................................................................................13 2.3 过程型激励理论..............................................................................................13 2.3.1 期望理论 ...........................................................................................13 2.3.2 目标理论 ...........................................................................................13目录 V 2.3.3 公平理论 ...........................................................................................14 2.4 行为修正型激励理论......................................................................................14 2.4.1 强化理论 ...........................................................................................15 2.4.2 归因理论 ...........................................................................................15 2.5 综合型激励理论 ..............................................................................................15 第 3 章 SHJK 工程咨询公司专业技术人才激励现状与问题.................................17 3.1 SHJK 公司简介 ................................................................................................17 3.2 SHJK 公司专业技术人才激励现状的调查 ....................................................17 3.2.1 SHJK 公司物质激励现状..................................................................19 3.2.2 SHJK 公司精神激励现状..................................................................21 3.3 SHJK 工程咨询公司专业技术才激励存在的问题 ........................................22 3.3.1 薪资激励缺乏科学性与合理性 .......................................................22 3.3.2 精神激励单一化 ...............................................................................22 3.3.3 员工晋升渠道激励不足 ...................................................................22 3.3.4 绩效激励缺乏有效性 .......................................................................23 第 4 章 SHJK 工程咨询公司专业技术人才激励问题综合分析.............................24 4.1 SHJK 公司专业技术人才激励问题分析 ........................................................24 4.1.1 人才激励与培育路径选择问题分析 ................................................24 4.1.2 激励形式和手段方面的问题分析 ...................................................24 4.1.3 业绩考核方面的问题分析 ................................................................24 4.1.4 吸引和培育人才的问题分析 ............................................................25 4.2 SHJK 企业文化与内部管理存在的问题分析 ................................................25 4.2.1 企业文化体系构建问题分析 ............................................................25 4.2.2 企业内部细节管理滞后原因 ............................................................26 第 5 章 SHJK 公司专业技术人才业绩考核与激励策略.........................................27 5.1 专业技术人才激励方案设计与业绩考核......................................................27 5.1.1 激励方案设计 ....................................................................................27 5.1.2 方案的实施及业绩考核 ...................................................................30 5.2 专业技术人才激励策略..................................................................................34VI 5.2.1 精神激励层面 ...................................................................................34 5.2.2 物质激励层面 ...................................................................................36 5.2.3 激励中应注意的问题 ........................................................................37 第 6 章 研究结论与展望...........................................................................................38 6.1 研究结论..........................................................................................................38 6.2 研究展望 ..........................................................................................................39 致 谢.........................................................................................................................40