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MBA毕业论文_米生活电商公司技术人员激励机制优化研究

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近年来,电商行业迅猛发展,对人才的需求日益增加,电商企业的相互的 较量促使了双方对人才的激励争夺,致使人才的流失率居高不下。如何激励人 才,建立适用于成长型电商公司相适应的激励机制,通过激励机制的作用,提 高员工满意度、组织绩效业绩以及员工的能力、降低员工流失率等方面是企业 的重点课题,同时也是从事人力资源工作者的重点、难点以及亟待解决的课题。 笔者以在成长期的中小型百米生活电商公司技术人员的激励机制为研究对 象。在人才激励机制的建设过程中,针对技术人员的知识型员工特点,例如技 术人员具有较强的专业知识、文化水平较高、综合素质较高、追求企业与自我 的价值观一致性、具备创新精神与能力、具备自我开发的能力等特点,根据技 术人员的以上特点,通过研究各种激励理论,筛选出与技术人员特点与需求相 适配激励理论。具体研究了期望理论、目标设置理论、工作特性理论与激励机 制相辅相成的关系作用,以及组织公平理论对激励机制的强化作用,以上理论 共同作用于激励机制,缺一不可。将激励的过程看做是外部刺激、个体内部条 件、行为表现、行为结果相互作用的过程:内部条件如个人完成目标的能力、 个人的期望值、个人驱动力;外部刺激如组织设置的目标绩效评估系统与评估 标准、对组织奖赏的公平性比较、以及对组织奖赏的公平性比较带来的个人绩 效强化作用等多种因素,综合运用上述理论的不同角度来实现激励员工的目标。 当外部刺激与内部条件相适配的情况下,在此基础上形成激励机制理论框架才 能发挥最大化的作用。这一理论框架也为优化百米生活公司的激励机制打下理 论基础,以此理论框架完善现有的激励机制。 从实例出发,百米生活公司中的技术人员占公司总人数的 70%,具体分析 了百米生活公司的电商业务、组织结构与技术人员占比、发展阶段特征、技术 核心竞争力、技术人员现状与特点,从实例数据出发,运用 124 份有效调查问 卷数据,即技术人员的参与率达 83%,具体分析了百米生活公司现有的激励方 式以及现有激励方式的现状分析,并归纳总结了百米生活公司技术人员激励中 存在的问题,以及主要影响激励效果的因素。 结合激励机制理论框架,及前文所述的百米生活公司技术人员激励中存在MBA 学位论文 作者:班小惠 百米生活电商公司技术人员激励机制优化研究 II 的问题、主要影响激励效果的因素,通过设立百米生活公司激励机制设计的目 标与原则,在这基础上,从工作发展与晋升、绩效激励、薪酬福利激励、培训 与发展、文化激励等五个方面对百米生活公司现有的激励机制方案进行优化设 计,如运用期望理论研究技术人员所关注的需求点如影响激励效果的因素,均 是技术人员关注的需求,当员工的努力工作与能够满足员工的需求期望时,则 激励机制才能发挥出相应的效果;工作特性理论设计了多条职位晋升和换岗通 道;运用组织公平理论强化绩效与薪酬在运用过程中的公平原则。同时针对创 新性人才和具有特殊技能的人才,通过建立专业序列任职通道、文化建设,来 确保人尽其才。本研宄根据技术型人才的差异化,更有针对性的制定激励措施, 从关键人员试点,之后逐渐普及,达到优化公司人才结构,最终实现激励对公 司业绩的提升目的。 关键词:电商,技术人员,激励机制MBA 学位论文 作者:班小惠 百米生活电商公司技术人员激励机制优化研究 III RESEARCH ON OPTIMIZATION OF MOTIVATION SYSTEM FOR TECHNICIANS IN 100 METER LIFE E-COMMERCE COMPANY Abstract In recent years, with the rapid development of e-commerce industry, the demand for talents is increasing day by day. The competition between e-commerce enterprises promotes the incentive competition for talents between the two sides, resulting in a high rate of brain drain. How to motivate talents, establish a suitable Motivation Systemfor growing e-commerce companies, through the role of incentive mechanism, improve employee satisfaction, organizational performance and employee ability, reduce employee turnover rate and other aspects are the key issues of enterprises, but also the key, difficult and urgent issues for human resource workers. The author takes the Motivation Systemof Technicians in small and medium-sized e-commerce companies in the growth period as the research object. In the process of talent Motivation Systemconstruction, in view of the characteristics of knowledge workers and technical personnel, such as technical personnel possess professional knowledge, high cultural level, high quality, the pursuit of enterprise and the values of self consistency, innovative spirit and ability, have the ability to self development and so on, according to the above characteristics of technical personnel, by studying the various motivation theories, screening and characteristics and requirements adaptation technology talents incentive theory. This paper studies the complementary relationship between expectation theory, goal setting theory, work characteristics theory and incentive mechanism, as well as the strengthening effect of organizational equity theory on incentive mechanism. The above theories work together on incentive mechanism, and none of them is necessary. It is assumed that the process of motivation is the process of external stimulus, individual internal conditions, behavior performance and behavior results acting together. ExternalMBA 学位论文 作者:班小惠 百米生活电商公司技术人员激励机制优化研究 IV stimulation, such as the objective performance evaluation system and evaluation criteria set by the organization, the fair comparison of the organizational reward, and the individual performance enhancement effect brought by the fair comparison of the organizational reward, can comprehensively use the different perspectives of the above theories to achieve the goal of motivating employees. When the external stimulus is compatible with the internal conditions, the theoretical framework of Motivation Systemcan be formed on this basis to play a maximum role. This theoretical framework also lays a theoretical foundation for optimizing the Motivation Systemof 100 Meters Living Company, and improves the existing Motivation Systemwith this theoretical framework. From instance, hundreds of meters of life company technical staff account for 70% of the company's total number of, the concrete analysis of the company's electricity meters life business, organizational structure and technical staff accounted for, and development stage characteristics, technical core competitiveness, present situation and the characteristics of technical personnel, starting from the instance data, using the 124 valid questionnaire data, the technical personnel's participation rate was 83%, and the concrete analysis of the company's existing incentive way life hundred meters and the status quo analysis of the existing incentives, and summarized the hundred meters company technical personnel incentive problems in life, and the main factors, which affect the incentive effect. Combination Motivation Systemtheory framework, and mentioned the hundred meters company technical personnel incentive problems in life, the main factors that influence the incentive effect by setting up hundreds of meters life company Motivation Systemdesign target and principle, on the basis of this, from the work mechanism, performance evaluation and incentive mechanism, the salary incentive mechanism, the promotion and development mechanism, cultural incentive in five aspects, such as the company's existing Motivation Systemfor hundreds of meters life scheme optimization design, such as using the expectation theory research and technical personnel demand point of concern such as the factors that influence the incentive effect are the technical personnel focus on demand, When employees work hard and can meet the needs and expectations of employees, then the Motivation Systemcan play the corresponding effect; The theory of job characteristics designed a number of posts promotion and changing channels; Using organizational equity theory to strengthen the fairness principle of performance and salary in theMBA 学位论文 作者:班小惠 百米生活电商公司技术人员激励机制优化研究 V application process. At the same time, aiming at innovative talents and talents with special skills, we will establish professional succession channel and cultural construction to ensure the full use of talents. Based on the differentiation of Technicians, this research makes more targeted incentive measures. From the pilot of key personnel to the gradual popularization, it can optimize the talent structure of the company and finally achieve the purpose of improving the performance of the company with incentives. Key words: Electronic Business, Technicians, Motivation SystemMBA 学位论文 作者:班小惠 百米生活电商公司技术人员激励机制优化研究 VI 目 录 中文摘要........I Abstract .....III 第一章 绪论..1 1.1 研究背景与意义 .1 1.1.1 研究背景 ......1 1.1.2 研究意义 ......1 1.2 研究思路与方法 .2 1.3 研究结构框架 .....3 1.4 研究创新点 .........4 第二章 激励机制的理论基础 ....6 2.1 激励理论概述 .....6 2.1.1 激励 ..............6 2.1.2 期望理论 ......6 2.1.3 目标设置理论 .............................7 2.1.4 工作特性模型 .............................8 2.1.5 组织公平理论 ...........................10 2.2 激励机制相关理论概述 ..................10 2.2.1 激励机制 ....10 2.2.2 激励机制与期望理论 ...............10 2.2.3 激励机制与目标设置理论 .......10 2.2.4 激励机制与工作特性 ............... 11 2.2.5 组织公平的强化作用 ............... 11 2.3 激励机制理论框架构建................... 11 第三章 百米生活公司技术人员现状分析.............13MBA 学位论文 作者:班小惠 百米生活电商公司技术人员激励机制优化研究 VII 3.1 百米生活电商公司现状分析 ..........13 3.1.1 公司业务简介 ...........................13 3.1.2 公司技术人员在组织结构中的分布 ......................13 3.1.3 百米生活公司的发展特征 .......14 3.1.4 百米生活公司的核心竞争力在于提升技术实力 ..15 3.2 百米生活电商公司技术人员现状 ..16 3.2.1 百米生活公司技术人员结构分析 ..........................16 3.2.2 百米生活公司技术人员招聘现状分析 ..................19 3.2.3 百米生活公司技术人员的特点 ..............................20 第四章 百米生活公司技术人员激励现状及问题分析........................21 4.1 百米生活公司现有的激励方式 ......21 4.1.1 薪酬福利激励 ...........................21 4.1.2 绩效激励 ....22 4.1.3 培训与发展激励 .......................22 4.2 百米生活公司技术人员激励的现状调查 .....................23 4.2.1 薪酬福利激励现状 ...................23 4.2.2 绩效激励现状 ...........................26 4.2.3 培训与发展激励现状 ...............26 4.2.4 岗位发展与晋升激励现状 .......28 4.2.5 文化激励现状 ...........................29 4.3 百米生活公司技术人员激励的问题分析 .....................29 4.4 影响百米生活公司技术人员激励效果的因素分析 .....32 第五章 百米生活公司技术人员激励机制的优化设计........................34 5.1 百米生活公司技术人员激励机制优化的原则与目标 .34 5.1.1 百米生活公司激励机制优化的原则 ......................34 5.1.2 百米生活公司激励机制优化的目标 ......................35 5.2 百米生活公司技术人员激励机制的优化设计 .............36 5.2.1 岗位发展与晋升机制 ...............37 5.2.2 绩效激励机制 ...........................42 5.2.3 薪酬福利激励机制 ...................45MBA 学位论文 作者:班小惠 百米生活电商公司技术人员激励机制优化研究 VIII 5.2.4 培训与发展机制 .......................50 5.2.5 文化激励机制 ...........................52 第六章 保障措施.......................56 6.1 管理团队支持保障 ..........................56 6.2 跨部门协作保障 ..............................56 6.3 做好激励辅导工作...........................56 6.4 宣导其他精神激励方式 ..................57 第七章 研究总结.......................58 7.1 研究总结 ...........58 7.2 论文的不足之处与改进建议 ..........59