入世后我国电信运营企业的激励机制研究

【作者】 惠亚爱；

【导师】 李建中；

【作者基本信息】 西北工业大学 ， 企业管理， 2003， 硕士

【摘要】 随着中国正式加入世界贸易组织，中国的电信产业在世界电信全球化的浪潮中进行兼并与重组。在这个机遇与挑战并存的时代，“优胜劣汰，适者生存”的竞争必然成为新世纪的主旋律，而竞争的关键则是人才。国外电信公司在市场经济条件下通过长期的竞争和优胜劣汰，在人才争夺方面具有很大的优势，这将导致中国电信运营企业人才的大量流失，怎样才能“人尽其才”?怎样才能使人才效能得到最大限度的发挥?怎样才能留住人才?这一问题是电信企业及其管理者正在深思的问题。我国电信运营企业经过公司制改造以后，其人力资源管理虽然正在由传统的人事管理逐步向现代的人力资源管理转变，但是在人力资源管理方面还远远缺乏力度和深度。本文就是想通过对我国电信运营企业人力资源现状及成因的分析，来尝试入世后在我国电信运营企业建立一种新型的激励制度的思路与方法。本文首先对研究的背景进行了分析并对研究的内容进行了界定。其次，对我国电信运营企业及其入世后所面临的形势进行了深入的分析，特别是对其人力资源的现状及入世后的新特点进行了深入的研究，提出了员工激励机制的设计思想：一是改革现有的分配制度，对员工实行物质激励——薪酬制度设计；二是对员工进行精神激励，主要包括目标激励、成就激励、晋升激励、授权激励和关怀激励。三是对员工进行企业文化方面的激励，培养员工对企业的认同感和归属感。在文章的最后，对我国电信运营企业经营者的激励机制——年薪制和股票期权制作了深入浅出的研究和探讨。全文采用定性与定量相结合、理论与实践相结合的方法，使电信运营企业的激励制度具有科学性与可操作性。更多还原

【Abstract】 As China joins WTO formally, Telecommunication industry of China annex and recombinant among world tide that telecommunication globalizes. In era coexisting in this opportunity and challenge, competition that "select the superior and eliminate the inferior, survival of the fittest" become new century for theme, and The focus competed for is talents. The foreign telecommunication company is through the long-term competition and selecting the superior and eliminate the inferior under the market economy condition, Firmly believe the market law, have a very great advantage in talent contest, this will cause the generous loss of talents of China Telecom running enterprises .How could "people just try best altogether"? How could make talent’s efficiency receive the full play of the maximum? How could retain staff? This series of questions are questions that telecommunication enterprise and administrator are thinking deeply about. Transforming from traditional personnel management into modern manpower resources management progressively after telecommunications of our country running enterprises undergo the transformation to company, but still far lack the dynamics and degree of depth in the staffs encouragement. This text wants to research current situation and cause of formation of that telecommunications of our country running enterprise’s manpower resources after entering the WTO, and try to set up a kind of new-type staff encourage thought and method in our country’s telecommunication running enterprises. This text at first has analyzed to background of studying and defines to the content of studying; secondly, this text has deep analyzed our country’s telecommunication running enterprises and its new situations that faced after entered into WTO, especially carrying on deep research to its manpower resources current situation and problem, having put forward the design philosophy of incentive mechanisms of staff: First, reform the extant distribution system, encourage to the staff with materials-System design of the salary; second, implement to staff spirit encourage, mainly including the goal is encouraged, the achievement is encouraged, Promote is encouraged, authorize is encouraged and show loving is encouraged. Third, carry on the encouragement of the corporate culture to the staff, the sense that train staffs identification with enterprise and sense of ownership. At the end of the article, this text has done deep research and discussion to the incentive mechanism (Average salary system and System of stock option) of telecommunications of our country. The full text is adopted to determine the nature to combine together with the ration, the method that the theory combines with practice, and make the staffs incentive system have science and effectiveness.更多还原