首页 > 资料专栏 > 论文 > 技研论文 > 研发技术论文 > MBA毕业论文_有企业JYGD公司技术型员工激励策略优化研究PDF

MBA毕业论文_有企业JYGD公司技术型员工激励策略优化研究PDF

资料大小:689KB(压缩后)
文档格式:PDF
资料语言:中文版/英文版/日文版
解压密码:m448
更新时间:2022/4/16(发布于北京)

类型:金牌资料
积分:--
推荐:升级会员

   点此下载 ==>> 点击下载文档


文本描述
随着国企改革的日益深化,国有企业的生产经营开始逐步向市场经济体制接轨,彼此 之间的关系也更加协调,但是从现实情况来看,国有企业必须要转变传统观念和做法,有 效弥补国有企业固有的缺陷。目前,国企改革的主要内容主要体现在战略布局的调整、股 份制的深化改革、法人治理结构的完善等方面。新一轮国企改革是否能够获得成功,主要 还是由人的因素所决定,所以越来越多的企业重视人力资源管理。人力资源管理具有吸人、 育人、留人、用人的功能。而企业建立科学的激励策略是吸人、留人关键。对一些以技术 型员工为主的国有企业来来说,如何吸引和留住技术型员工是企业人力资源管理体系建设 的重中之重。但是近几年,一些国有企业技术型员工流失较为严重,员工积极性没有得到 发挥,其主要原因是没有建立起一套科学的激励策略。因此,对国有企业技术型员工激励 策略的研究就显得尤为重要。 JYGD公司是市政府直属的国有企业,注册资本10亿元,其业务涵盖了轨道交通项目 建设运营投资、收储开发轨道交通沿线的相关土地、开发和经营房地产项目等。但在JYGD 公司快速发展的过程中,包括技术型员工在内的人员工作积极性渐渐出现了问题,使得 JYGD公司越来越重视人力资源管理问题,尤其是注重技术型员工的问题。因此,本文以 JYGD公司技术型员工为研究对象,通过深入剖析现阶段JYGD公司技术型员工激励策略 的实施情况,指出其中所暴露出的不足,制定与之相匹配的解决方案,通过该机制的实施 使技术型员工更加积极的投入到工作当中,努力实现自身的价值,同时也能够为相关的研 究提供有益借鉴。 本文选取的研究样本为JYGD公司,首先阐述了技术型员工激励策略优化的背景和意 义,对最近年来国内外相关文献进行综述,确定了本文研究的内容和方法;然后,本文总 结了研究的理论基础;最后,本文借助了问卷调查法和访谈法来了解公司技术型员工激励 策略建设和运用方面所暴露出的问题,问题表现在以下四个方面:第一,薪资构成很难发 挥有效的激励作用;第二,考核并未切实落实到实践当中,也没有严格按照考核结果来进 行激励;第三,缺少负激励,导致员工的积极性被挫伤;第四,激励未能与晋升机制和培 训机制相结合。在问题的基础上,探讨相应的改善对策,本文认为可以从以下四个方面进 行重点优化:第一,在激励手段上要注重物质激励和精神激励相结合,逐步形成完善的技 术型员工激励策略;第二,将多方面的考核因素统筹考虑在内,建立健全技术型员工考核 制度;第三,促进晋升渠道的多样化发展,帮助技术型员工成才;第四,注重发挥培训在 提升技术型员工技能水平中的作用,不断完善技术型员工培训体系。通过对公司的战略进 行合理优化,充分激发技术型员工的工作热情,提升公司效益,同时为同类国有企业激励 策略研究奠定理论层面的基矗 关键词:国有企业 人力资源管理 技术型员工 激励策略 II Abstract With the deepening of the reform of the state-owned enterprises, the production and operation of the state-owned enterprises begin to gradually integrate into the market economy system, and the relationship between them is more coordinated. However, from the reality, the state-owned enterprises must change the traditional concepts and practices, and effectively make up for the inherent defects of the state-owned enterprises. At present, the main contents of the reform of state-owned enterprises are mainly reflected in the adjustment of strategic layout, the deepening reform of shareholding system, and the improvement of corporate governance structure. The success of the new round of state-owned enterprise reform is mainly determined by human factors, so more and more enterprises attach importance to human resource management. Human resource management has the functions of attracting, educating, retaining and employing people. The key to attract and retain people is to establish a scientific incentive mechanism. For some state-owned enterprises which are mainly technical employees, how to attract and retain technical employees is the most important task in the construction of human resource management system. However, in recent years, some state-owned enterprises have suffered serious loss of technical employees, and their enthusiasm has not been brought into play. The main reason is that a set of scientific incentive mechanism has not been established. Therefore, it is particularly important to study the incentive mechanism of technical employees in state-owned enterprises. Jygd company is a state-owned enterprise directly under the municipal government with a registered capital of 1 billion yuan. Its business covers the construction and operation investment of rail transit projects, the collection and development of relevant land along the rail transit, the development and operation of real estate projects, etc. But in the process of jygd company's rapid development, there are some problems in the enthusiasm of the staff, including the technical staff, which makes jygd company pay more and more attention to the human resource management, especially the technical staff. Therefore, this paper takes jygd company's technical employees as the research object, through in-depth analysis of the implementation of the incentive mechanism of jygd company's technical employees at this stage, points out the shortcomings exposed therein, formulates the corresponding solutions, through the implementation of the mechanism, the technical employees can be more actively engaged in the work, strive to realize their own value, and also be able to Relevant research provides useful reference. This paper selects jygd company as the research sample. Firstly, it expounds the background and significance of the optimization of the incentive mechanism of technical employees, summarizes the relevant literature at home and abroad in recent years, and determines the III content and method of this study. Then, this paper summarizes the theoretical basis of the study. Finally, this paper uses the questionnaire survey and interview method to understand the establishment of the incentive mechanism of technical employees The problems in design and application are shown in the following four aspects: first, the salary structure is difficult to play an effective incentive role; second, the assessment has not been effectively implemented in practice, nor has it been strictly conducted in accordance with the assessment results; third, the lack of negative incentives has resulted in the frustration of employees' enthusiasm; fourth, the incentive fails to work with the promotion mechanism and training mechanism Combination of system. On the basis of the problems, this paper discusses the corresponding improvement measures, which can be optimized from the following four aspects: first, pay attention to the combination of material incentive and spiritual incentive in the incentive means, and gradually form a perfect incentive mechanism for technical employees; second, take all aspects of assessment factors into consideration, establish and improve the assessment system for technical employees; third, Promote the diversified development of promotion channels and help technical employees to become talents; fourthly, pay attention to the role of training in improving the skill level of technical employees, and constantly improve the training system of technical employees. Through the reasonable optimization of the company's strategy, we can fully stimulate the enthusiasm of technical employees, improve the company's efficiency, and lay a theoretical foundation for the study of incentive mechanism of similar state-owned enterprises. Key words: Human resource management, technical staff incentive mechanism, Incentive strategy I 目录 摘要 ...................... I Abstract .............. II 一、绪论 ............. 1 (一)研究背景和意义 ............. 1 1.研究背景 ........................... 1 2.研究意义 ........................... 1 (二)国内外相关研究现状分析 ............................ 2 1.国外相关研究现状 ........... 2 2.国内相关研究现状 ........... 3 3.研究综述 ........................... 4 (三)研究内容与方法 ............. 5 1.研究内容 ........................... 5 2.研究方法 ........................... 6 二、企业人力资源激励的相关理论综述 ....................... 7 (一)概念界定 ......................... 7 1.激励 .... 7 2.激励策略 ........................... 7 3.技术型员工 ....................... 7 (二)技术型员工的特点 ......... 8 1、专业性强 ........................ 8 2、工作周期长 ...