【作者】 张中华；

【导师】 赵涛；

【作者基本信息】 天津大学 ， 管理科学与工程， 2007， 硕士

【摘要】 我国民营企业自80年代初诞生以来,从无到有,从小到大,从弱到强,已走过了风风雨雨二十多年历程,历经初创、快速增长、调整、“二次创业”和全面发展等若干阶段,以超常规的速度增长。经过二十几年的蓬勃发展,我国民营企业已经成为我国社会主义市场经济的重要组成部分,对我国国民经济发展起着重要的推动作用。然而,我们也应该充分认识到民营企业正面临着许多制约自身发展壮大的管理瓶颈,其中,尤为重要的就是建立和完善企业员工的激励机制。本文在调查、分析、研究基础上,运用人力资源管理理论与方法,针对我国民营企业的现状进行了深入分析,并设计了与其相对应的激励机制,并以M公司设计部作为实证研究对象,进一步验证了设计方案的可行性。本文的研究特点在于普遍性和个性化的有机结合,并在实证分析后,提出了独特的、具有创新性的激励机制。这些具体的操作办法同样也可为其它民营企业所用。更多还原

【Abstract】 Individual-owned enterprises of China were born in 1980’s. They increase rapidly, and has experienced birth, high-speed rise, adjustment, the second pioneering work”and total development, became larger and better. By flourish development during over 20years, Individual-owned enterprises are important components of Chinese Socialism Market Economy, they promote the development of national economy. However, we should realize that individual-owned enterprises meet many management problems which limit their development. One of these problems is to buildup and perfect personnel motivation system in individual-owned enterprises.On the basis of investigation, analysis and research, by use of human capital management theories and methods, this dissertation gives deeply research and design on the actual situation of native individual-owned enterprises. The response motivation system is also studied in the paper. The design section of M enterprise is taken of as the object of empirical analysis, which has proved the executable ability of designed scheme.The character of this dissertation is the integration of universality and individuality. The author proposed unique and creative ideas and projects of motivation system through cases’research. All these operative measures are also useful in the other enterprises.更多还原