iii 摘要 人才是企业发展之本，在劳动密集的轨道交通装备制造企业中，90后技能员 工逐渐成为企业的中坚力量，他们是企业竞争力的战略性资源，构建一支稳定的、 具有一定经验的技能员工队伍成为企业发展的重中之重。本文将Z公司90后技能 员工作为研究群体，围绕如何激发这一群体的工作敬业度和对企业的忠诚度等问 题，以激励理论及组织行为学、心理学等相关文献为基础，应用访谈法、问卷调 查法、资料分析法等方法，对Z公司90后技能员工存在问题展开深入探讨。 通过对Z公司现行的90后技能员工的激励制度和因素进行分析，进一步优化 物质激励及精神激励的双重激励优化方案及操作手段，并提出新的员工激励模型 和保障措施，旨在对该类人才激励问题做一些新的探索，系统地建立解决这一群 体激励问题，通过在薪酬福利、培训发展、晋升渠道、企业文化等方面进行改善， 提升公司90后技能员工工作积极性、稳定性和归属感，并为Z公司的人才管理战 略及政策制定实施提供较好的指导和借鉴意义。 关键词：技能员工；90后；激励 北京交通大学硕士专业学位论文ABSTRACT iv ABSTRACT Talentsarethefoundationofenterprisedevelopment.Inlabor-intensiverail transportationequipmentmanufacturingenterprises,post-90sskilledemployeeshave graduallybecomethebackboneoftheenterprise.Theyarestrategicresourcesfor enterprisecompetitiveness,buildingastableandexperiencedskills.Theworkforcehas becomethetoppriorityofenterprisedevelopment.Thisarticletakesthe post-90s-skilledemployeesofcompanyZasaresearchgroup,andfocusesonhowto inspiretheworkengagementandloyaltyofthisgroup.Basedonincentivetheoryand relevantliteraturesuchasorganizationalbehaviorandpsychology,theinterviewmethod isapplied.Questionnairesurveymethod,dataanalysismethodandothermethodsto carryoutin-depthdiscussionontheproblemsofZcompany'spost-90sskilled employees. Byanalyzingthecurrentincentivesystemandfactorsofthecompany'spost-90sskilled employees,Zfurtheroptimizesthedualincentiveoptimizationschemesandoperating methodsofmaterialandspiritualincentives,andproposesnewemployeeincentive modelsandsafeguards,aimedatDosomenewexplorationsontheissueoftalent incentives,systematicallyestablishandsolvethisgroupofincentives,andimprovethe enthusiasm,stability,andattributionofthecompany’spost-90sskilledemployees throughimprovementsinsalaryandwelfare,trainingdevelopment,promotionchannels, andcorporateculture.Sense,andprovidebetterguidanceandreferencesignificancefor Zcompany’stalentmanagementstrategyandpolicyformulationandimplementation. KEYWORDS：SkilledStaff;Post-90s;Motivation 北京交通大学硕士专业学位论文目录 v 目录 摘要.......................................................................................................................III ABSTRACT.................................................................................................................IV 1绪论.....................................................................................................................1 1.1研究背景、目的及意义..............................................................................1 1.1.1研究背景.............................................................................................1 1.1.2研究目的.............................................................................................2 1.1.3研究意义.............................................................................................2 1.2国内外研究现状综述..................................................................................3 1.2.1国外研究现状.....................................................................................3 1.2.2国内研究现状.....................................................................................5 1.3研究的主要内容、思路方法及创新之处..................................................7 1.3.1研究主要内容.....................................................................................7 1.3.2研究思路与方法.................................................................................7 1.3.3创新之处.............................................................................................8 2相关概念与理论基础概述...............................................................................10 2.1相关概念....................................................................................................10 2.1.1技能员工...........................................................................................10 2.1.290后员工及其主要特点..................................................................10 2.1.390后技能员工..................................................................................11 2.1.4激励的概念.......................................................................................11 2.2理论基础....................................................................................................12 2.2.1需求层次理论...................................................................................12 2.2.2双因素理论.......................................................................................13 2.2.3公平理论...........................................................................................14 2.2.4其他激励理论...................................................................................14 3Z公司90后技能员工激励现状......................................................................16 3.1Z公司概况.................................................................................................16 3.2Z公司人力资源现状.................................................................................17 3.3Z公司90后技能员工激励现状...........................................................20 北京交通大学硕士专业学位论文目录 vi 3.3.1物质激励方面...................................................................................21 3.3.2精神激励方面...................................................................................22 4Z公司90后技能员工激励存在问题及原因分析.........................................24 4.1调查基本情况............................................................................................24 4.2Z公司90后员工激励存在的主要问题..................................................24 4.2.1薪酬福利管理机制落后...................................................................25 4.2.2绩效管理处于较低阶段...................................................................27 4.2.3员工发展培养不力...........................................................................27 4.2.4工作倦怠问题显现...........................................................................29 4.3Z公司90后技能员工激励存在问题的原因分析...................................30 4.3.1过分依赖薪酬激励，强调和谐忽视公平.......................................30 4.3.2没有绩效培训环节，缺乏分级分类思维.......................................32 4.3.3员工需求靶向不准，管理手段缺乏创新.......................................32 4.3.4工作环境沉闷呆板，沟通渠道较为单一.......................................33 5Z公司90后技能员工激励优化方案设计......................................................35 5.1Z公司90后技能员工激励优化方案设计原则.......................................35 5.1.1企业目标和员工需求相结合...........................................................35 5.1.2物质激励与精神激励相结合...........................................................35 5.1.3正强化与负强化相结合...................................................................36 5.1.4稳定性和灵活性相结合...................................................................36 5.2Z公司90后技能员工激励优化框架内容...............................................36 5.3调整薪酬结构体系，创新福利激励手段................................................37 5.3.1通过岗位价值评估确定固定薪酬...................................................38 5.3.2制定技能要素参与分配制度...........................................................41 5.3.3开展多层次的奖励机制...................................................................43 5.3.4创新福利体系...................................................................................43 5.4增强绩效管理意识，注重考核指标设计................................................44 5.4.1全面增强绩效管理意