论文独创性声明
本人声明：本人所呈交的学位论文是在导师的指导下,独立进行研究工作所取得的成
果。除论文中已经注明引用的内容外，对论文的研究做出重要贡献的个人和集体，均已
在文中以明确方式标明。本论文中不包含任何未加明确注明的其他个人或集体已经公开
发表的成果。
本声明的法律责任由本人承担。
论文作者签名：
年
月
日
论文知识产权权属声明
本人在导师指导下所完成的论文及相关的职务作品，知识产权归属学校。学校享
有以任何方式发表、复制、公开阅览、借阅以及申请专利等权利。本人离校后发表或使
用学位论文或与该论文直接相关的学术论文或成果时，署名单位仍然为长安大学。
（涉密论文在解密后应遵守此规定）
论文作者签名：
导师签名：
年
月
日
年
月
日
III
摘
要
数字化时代，M运营商公司想要成功转型实现战略目标，人才的储备及发展是第一
要务。IT业务人员在运营商转型升级过程中扮演着重要角色，如何科学合理地分析IT
业务人员的需求，制定优于当前的激励机制方案是M运营商公司当下迫切需要解决的问
题。
本文以M运营商公司IT业务人员的激励机制为研究对象，结合笔者多年在M运营
商公司的工作经验，通过对新入职社招员工、在职员工、离职员工进行面谈和问卷调查，
基于访谈问题收集及问卷调查的有效数据进行深入分析，发现当前的激励机制主要存在
薪酬结构失衡、晋升渠道窄、绩效激励有限、培训效果不理想、文化建设力度不足等问
题，激励机制优化提升的空间还很大，进而提出了优化现有的薪酬结构，调整IT业务
人员的月薪结构比例，增加考核方式的多样性、拓宽IT业务人员的晋升渠道，提升IT
业务人员的职业价值和认同感，丰富现有的福利激励等解决方案，激活IT业务人员，
使其发挥最大化效能，助力公司转型。
本文的研究有利于M运营商公司优化 IT业务人员激励机制，促进 M运营商公司在
员工激励方面进行深层次探索和完善，这些探索对于M运营商公司的管理水平和经营业
绩提升有重要意义。希望本文的研究方法、研究过程和研究结论，可以对运营商行业或
同类企业的激励机制后续研究能有一定的参考作用和指导意义。
关键词：运营商公司，IT业务人员，激励机制，优化方案
IV
Abstract
In the digital era, if M operator company wants to successfully transform and achieve its
strategic objectives, talent reserve anddevelopment are the first priority. IT business
personnel play an important role in the transformation and upgrading of operators. How to
scientifically and reasonably analyze the needs of it business personnel and formulate an
incentive mechanism scheme better than the current one is an urgent problem for M operator
company.
Taking the incentive mechanism of IT business personnel of M operator company as the
research object, combined with the author's many years of working experience in M operator,
through the questionnaire survey and analysis of the existing IT business personnel, it is found
that the current incentive mechanism mainly includes unbalanced salary structure, narrow
promotion channels, limited performance incentive，the training effect is not ideal and the
strength of cultural construction is insufficient.There is still a lot of room to optimize and
improve the incentive mechanism due to insufficient efforts in cultural construction, and then
put forward solutions such as optimizing the existing salary structure, adjusting the proportion
of monthly salary structure of it business personnel, increasing the diversity of assessment
methods, broadening the promotion channels of IT businesspersonnel, improving the
professional value and identity of IT business personnel, and enriching the existing welfare
incentives, Activate IT business personnel to maximize efficiency and help the company
transform.
The research in this paper is conducive to M operator companies to optimize the
incentive mechanism for IT business personnel, and promote M operator companies to
conduct in-depth exploration and improvement of employee incentives, which are of great
significance for the management level and operating performance of M operator companies.It
is hoped that the research methods, research processes and research conclusions of this paper
can have certain reference effect and guiding significance for the follow-up research on the
incentive mechanism of the operator industry or similar enterprises.
Key words: Operator company,IT business personnel,Incentive strategy, Optimization
scheme
V