【作者】 李卓；

【导师】 王学先；

【作者基本信息】 大连理工大学 ， 工商管理（专业学位）， 2020， 硕士

【摘要】 员工激励是当今各类企业管理的重要内容,也是生产制造行业人力资源管理与开发的关键环节。企业人力资源管理由薪酬福利、绩效考核、培训与职业发展、职务晋升等核心模块组成,有效的人力资源管理要求能够充分整合几大核心模块,确保激励方法持续有效。科学合理地整合激励体系,才有利于公正客观地评价员工的工作表现,在这种背景下,研究企业员工激励方法,并针对其不足进行改进就显得尤为重要。本文综合运用文献分析法、案例研究法、问卷调查法,在双因素理论、公平理论以及期望理论的指导下,以ZF(大连)工业技术有限公司为例,从其现行员工激励方法出发,结合专项问卷调查分析其员工激励方法的不足,并进一步剖析其主要成因,最后给出针对性改善策略与实施保障。本研究旨在促使ZF公司员工激励体系能够得到完善和提升,通过有效的激励手段,为组织提供系统的差异化员工激励的新思路,并期望能为其他相近企业提供一定的借鉴思路。结合问卷调查的分析表明,ZF公司员工激励方法的不足主要表现在:第一,薪酬体系不完善;第二,绩效考核体系科学、合理性不足;第三,员工培训体系不健全;第四,职务晋升激励作用发挥不足。导致上述问题的成因主要有:没有建立现代薪酬观、绩效考核重视程度不足、培训体系设计脱离员工及企业成长需要、职务晋升空间设计受限。因此,结合理论理论,本文认为,ZF公司应着力就下述方面加强员工激励方法的设计:第一,制定富有激励性的薪酬制度;第二,建立公平合理的考核体系;第三,构建基于职业发展规划的培训体系;第四,构建多元化职业发展通道。同时还要注重下述实施保障:进一步调整组织结构、优化产品流程、优化信息平台、进一步加强人文关怀。更多还原

【Abstract】 Employee motivation is an important part of all kinds of enterprise management,and also a key link of human resource management and development in manufacturing industry.Enterprise human resource management is composed of salary and welfare,performance appraisal,training and career development,job promotion and other core modules.Effective human resource management requires that several core modules can be fully integrated to ensure the continuous and effective incentive program.Scientific and reasonable integration of the incentive system is conducive to a fair and objective evaluation of the performance of employees.In this context,it is particularly important to study the incentive scheme of employees and improve it against its shortcomings.Under the guidance of two factor theory,fairness theory and expectation theory,taking ZF(Dalian)Industrial Technology Co.,Ltd.as an example,this paper uses literature analysis,case study,questionnaire survey to analyze the shortcomings of its current employee incentive program,and further analyzes its main causes.Through effective incentive means,it can provide the organization with a systematic new idea of differentiated staff incentive,and hope to provide some reference ideas for other similar enterprises.Combined with the analysis of the questionnaire survey,it shows that: first,the compensation system is not perfect;second,the performance appraisal system is not scientific and reasonable;third,the employee training system is not perfect;fourth,the role of promotion incentive is not fully played.The main causes of the above problems are: the lack of modern salary concept,the lack of emphasis on performance appraisal,the design of training system divorced from the needs of employees and enterprise growth,and the limited design of promotion space.Therefore,combined with the theoretical theory,first,to develop incentive pay system;second,to establish a fair and reasonable assessment system;third,to build a training system based on career development planning;fourth,to build a diversified career development channel.further adjustment of organizational structure,optimization of product process,optimization of information platform,and further strengthening of humanistic care.更多还原