摘要 随着我国改革开放的不断深入，经济的持续发展，企业间的竞争日趋激烈，竞争 的背后实际上是以人才之间的竞争。企业如何以激励相关理论为指导，将企业与员工 的目标、利益相结合，设计出科学、可行、有效的激励机制与制度，并采取多种措施 确保其有效实施，有效激发员工的工作积极性和创造性尤为重要。因此，以 S 公司激 励机制作为主要研究内容，以提升企业员工满意度与幸福感为目标，对于稳定员工队 伍，改善员工与组织绩效，提升员工满意度与忠诚度具有重要的现实意义。 本文在明确研究选题背景、目的及意义的基础上，对国内为激励理论进行了概述， 为后续的应用研究，提供理论支撑。笔者通过文献梳理法、调研法等方法，对 S 公司 激励机制现状调查的基础上，全面了解员工对现行激励机制的满意度，以及薪酬、绩 效、晋升、职业生涯发展规划等方面对员工的激励效果，进而发现 S 公司在员工激励 机制方面存在的主要问题，挖掘影响员工对激励机制满意度高低的关键因素，并对其 进行分析，进而提出该公司新的员工激励机制，具体包括以下内容： 首先，在明确 S 公司员工激励机制优化设计目标、原则的基础上，对该公司薪酬 激励机制进行优化设计，通过对企业薪酬结构、薪酬构成、薪酬水平与发放形式等方 面的优化。其次，从绩效考核程序、考核主体、指标体系构建以及采用恰当的绩效考 核方法、做好绩效结果的应用与反馈工作等方面，对 S 公司员工绩效考核激励机制予 以优化。第三，针对 S 公司培训开发激励方面的不足，提出建立健全员工培训机制制 度，做好员工培训规划与计划工作，采取多元化的培训方式与方法，注重对员工培训 效果的评价，以及过程管理和费用预算与控制。最后，在明确 S 公司员工职业生涯规 划流程的基础上，完善员工晋升制度，提出多阶梯晋升模式，以提升员工职业生涯规 划管理水平。 为了确保 S 公司员工激励新机制的有效实施，企业通过官方网站、微信、企业内 刊和召开座谈会等形式，多渠道做好新激励机制实施前的宣传工作，使员工对新机制 有一个更为全面深入的了解。通过建立健全员工参与管理、完善企业奖惩制度、加强 企业文化建设，充分发挥企业文化的引领、激励与约束的作用，灵活采用多元化的激 励形式，将物质激励与精神激励相结合，并且注重激励效果的评价与反馈，确保新机 制的有效实施，以期取得较好的效果。 ABSTRACT With the deepening of China undefined reform and opening up and the sustainable development of economy, the competition among enterprises is becoming more and more fierce, and the competition behind the competition is actually the competition among talents. Under the guidance of incentive related theories, it is particularly important for enterprises to design scientific, feasible and effective incentive mechanisms and systems by combining the goals and interests of enterprises with employees, and to take various measures to ensure their effective implementation, so as to effectively stimulate the enthusiasm and creativity of employees. Therefore, it is of great practical significance to take the incentive mechanism of S company as the main research content and to improve the satisfaction and well-being of employees, which is of great practical significance to stabilize the workforce, improve the performance of employees and organizations, and improve the satisfaction and loyalty of employees. On the basis of defining the background, purpose and significance of the selected topic, this paper summarizes the incentive theory in China, and provides theoretical support for the subsequent application research. Through the methods of literature combing, research and so on, on the basis of investigating the present situation of incentive mechanism of S company, the author comprehensively understands the satisfaction of employees with the current incentive mechanism, as well as the incentive effect of salary, performance, promotion, career development planning and so on, and then finds out the main problems existing in the incentive mechanism of S company and excavates the key factors that affect the satisfaction of employees to the incentive mechanism. And analyze it, and then put forward the new employee incentive mechanism of the company, including the following: First of all, on the basis of clear S company employee incentive mechanism optimization design goal, the principle, carries on the optimization design to this company salary incentive mechanism, through to the enterprise salary structure, the salary composition, the salary level and the distribution form and so on aspect optimization. Secondly, from the performance appraisal procedure, the appraisal main body, the index system construction and uses the appropriate performance appraisal method, completes the performance result application and the feedback work and so on, carries on the optimization to the S company employee performance appraisal incentive mechanism. Thirdly, in view ofABSTRACT III the deficiency of training development incentive in S company, it is proposed to establish and perfect the staff training mechanism system, to do a good job of staff training planning and planning, to adopt diversified training methods and methods, to pay attention to the evaluation of staff training effect, as well as to process management and cost budget and control. Finally, on the basis of clear S company employee career planning process, improve the staff promotion system, put forward a multi-step promotion model to improve the staff career planning management level. In order to ensure the effective implementation of the new incentive mechanism of S company, the enterprise does a good job of propaganda work before the implementation of the new incentive mechanism through the form of official website, We Chat, internal magazine and forum, so that employees can have a more comprehensive and in-depth understanding of the new mechanism. By establishing and perfecting the staff participation management, perfecting the enterprise reward and punishment system, strengthening the enterprise culture construction, giving full play to the guidance of the enterprise culture, giving full play to the role of incentive and restraint, flexibly adopting the diversified incentive form, combining the material incentive with the spiritual incentive, and paying attention to the evaluation and feedback of the incentive effect, so as to ensure the effective implementation of the new mechanism, so as to achieve better results. KEY WORDS: S company; Incentive mechanism; degree of satisfaction; optimal design目 录 I 目 录 摘要...........................................................................................................................................I ABSTRACT .............................................................................................................................II 第一章 导论..........................................................................................................................1 1.1 研究背景........................................................................................................................ 1 1.2 研究目的与意义............................................................................................................ 1 1.2.1 研究目的 ................................................................................................................. 1 1.2.2 研究意义 ................................................................................................................. 1 1.3 国内外研究动态............................................................................................................ 2 1.3.1 国内研究动态 ......................................................................................................... 2 1.3.2 国外研究现状 ......................................................................................................... 4 1.3.3 国内外研究评述 ..................................................................................................... 5 1.4 研究思路与方法............................................................................................................ 5 1.4.1 研究思路 ................................................................................................................. 5 1.4.2 研究方法 ................................................................................................................. 6 1.4.3 论文研究技术路线