【作者】 杨杰；

【导师】 陈永东；

【作者基本信息】 北京交通大学 ， 工商管理（专业学位）， 2015， 硕士

【摘要】 目前我国钢铁行业整体已经步入深度调整阶段,围绕价格的竞争日趋白热化,降本增效已经成为钢企利润的主要来源。管理学大师彼得德鲁克认为人力资源是最未有效利用的资源,企业的核心竞争力将会是企业所拥有的知识和人才。因此,如何全面激励员工挖掘企业人力资源自身潜力以降低成本、提高生产效率,成为钢铁企业持续健康发展面临的重大课题。本文在对HY公司人力资源管理现状研究的基础上,将占HY公司员工中大多数,拥有一定的技术或技能,工作以生产一线重复性劳动为主的员工定义为“基层技术员工”。他们的工作态度和工作质量对成本、质量和效率产生着直接影响,他们是HY公司产品质量稳定性和先进性的保障,可以说,他们是HY公司产品核心竞争力的创造者。因此,对于HY公司来讲,对这一群体进行研究现实意义重大。本文从心理契约和全面薪酬理论出发,通过半结构化访谈和调查问卷的方法分析HY公司基层技术员工心理契约现状,探寻是否存在心理契约违背；如果存在,其根源是什么,是否与既有的激励体系有关。在对上述问题进行剖析的基础上,提出了全面薪酬的解决方案和策略。全面薪酬策略既重视外在薪酬又强调内在薪酬,有着全面激励的特点,不但满足了基层技术员工的物质需求还能满足他们的精神需求,是解决这一群体心理契约违背的有效手段。HY公司通过全面薪酬激励体系的设计和实施能不断地满足基层技术员工交易维度、发展维度和关系维度的心理契约,从而不断加强对基层技术员工全面激励和有效管理。本文应用心理契约理论指导HY公司全面激励体系的设计,在如何将心理契约理论运用于人力资源管理实践方面,做出了一定的探索和创新。同时,本文为以下论断提供了一个个案佐证：员工心理契约是企业人力资源管理的重要内容,且随着时代的发展,会发挥越来越重要的作用,因此,现代企业的薪酬激励体系设计不但要重视有明确条文的契约,还要注重员工的心理契约,在进行物质激励的同时更应注重精神激励。本文力求在理论上也有所建树。从笔者所掌握的资料看,国内有不少学者就心理契约视角的激励体系这一课题,以知识型员工或技能型员工为对象进行研究,而本文在面向的群体上与以往研究有所不同,从而使本论文的研究成果对于存在类似问题的企业有着现实的参考价值。更多还原

【Abstract】 At present, China’s steel industry is entering the depth adjustment phase, around the fierce price competition, cost-saving and profit-increasing has become the mainprofit source of steel industry. Management guru Peter Drucker thinks human resource has not been taken good use of, the core competitiveness of the enterprise will be the enterprise knowledge and talent. For iron and steel enterprises, therefore, how to discover their potential human resources and fully motivate staff to reduce costs and improve production efficiency, become a major topic for the sustained and healthy development of enterprises.This paper based on the research about the present situation of HY company human resources, defined the "first-line technical staff’ as:takes the majority percentage of HY company staff, has a certain technical and skill levels, work is given priority to producing a line of repetitive manual labor. They are guarantee of the advancement and quality stability of the company’s products, and the creator of enterprise’s core competitive ability. Their work attitude and work quality directly affects the production efficiency of the enterprise. So research on this group is of great significance to the H Y company.This article based on the psychological contract and the total compensation theory, using the method of semi-structured interview to figure out the HY first-line technical staff’s present situation of the psychological contract, explore the existence of psychological contract violation. If so, what is the root cause and if it is involved in the existing incentive system. On the basis of analyzing the problems, put forward the comprehensive compensation solutions and strategies. Total compensation strategy attaches great importance to the external compensation and inherent compensation, with the characteristics of comprehensive motivation, it can not only meet the material needs of the basic technical staff, but also their spiritual requirements, and therefore is a effective way to solve basic technical employees’ psychological contract violation. At the same time, in the process of design and implementation of comprehensive compensation system, we’ll constantly satisfy the basic technical staff with the transaction dimension, development dimension and relation dimension of psychological contract to strengthen the overall incentive and effective management of basic technical staff of HY.In this paper, we use the psychological contract theory to guide the comprehensive incentive system design of HY company and has made some exploration and innovation on how to apply psychological contract theory to human resource management practices.At the same time, this article provides a case support for the following argument:Employees’ psychological contract is an important content of enterprise human resources management, and with the development of the era, will play a more and more important role. Therefore, modern enterprise’s salary incentive system design should not only attaches great importance to the economic contract, but also should pay attention to the psychological contract of employees. Accordingly, should not only use material motivation, but at the same time, pay more attention to spiritual incentive.This article takes every effort to make theoretical innovation. From the information I have, many domestic scholars have made relevant discoveries of incentive system on perspective of psychological contract, they often take knowledge staff or technical staff as an object for research. In this paper, the target population is subdivided, so that the research results have certain realistic guiding significance.更多还原