【作者】 王振；

【导师】 王怀明；

【作者基本信息】 山东大学 ， MBA（专业学位）， 2020， 硕士

【摘要】 当今时代,人的作用在企业发展中越来越受到重视,人才是企业在瞬息万变的市场竞争中立于不败之地的根本保证,现代人力资源管理实践中往往将人力资源管理归纳为选、用、育、留四大功能,要发挥这四大功能,做好员工激励是核心和关键,一套科学、合理的员工激励方案,能够有效吸引人才、激发人才的主观能动性,促进企业的发展。目前虽然各大企业都非常重视员工激励,但有些企业特别是国有企业受体制机制的影响,“大锅饭”现象还不同程度存在,而且很少有将员工激励方案进行系统化研究和设计,鉴于此,本文以一家国有企业(QCT集团)为例,对员工激励方案进行系统研究。本文在广泛收集相关资料的基础上,以QCT集团为研究主体,从激励的相关概念和理论出发,充分研究经典激励理论和国内外最新激励理论和实践等研究成果。在理论研究的基础上,对QCT集团的公司整体情况进行了分析,重点分析了QCT集团的人力资源结构,从薪酬、绩效考核、职业发展和其他精神激励四个层面对现行的激励方案进行了深入分析。通过问卷调查的方式,从薪酬激励、绩效考核激励、职业发展激励、其他精神激励和激励管理五个方面调查了员工对现状的满意度,另外还调查了员工对于企业战略的了解和认知,员工对于集团激励方案的个人期望和认识等。根据问卷调查结果和对公司基本情况的分析,深入查找问题,共诊断出薪酬体系不合理、绩效体系不健全、职业发展体系不完善、其他精神激励方式不足等四个方面的问题,并对问题产生的原因进行了深入分析,找出了高层不够重视、没有站在战略高度、方案设计不系统、制度体系不健全、人才缺乏等五个方面的原因。针对查找出的问题和对原因的分析,本文从薪酬、绩效、职业发展、其他精神激励四个维度,分别提出了完善的措施。薪酬激励采用以工资总额管理为核心的激励方案,主要解决分配不灵活、增长无依据等问题。绩效考核激励方面主要是绩效管理全过程完善为核心,重点解决指标设定不科学、评价不合理,更重要的是反馈沟通缺乏的问题。职业发展方面主要采用员工晋升体系和培养体系双轮驱动策略,一方面解决晋升无制度依据,员工没有方向感的问题,一方面解决员工职业发展培养机制滞后的问题。其他精神激励主要以完善精神激励内容为核心,在原有精神激励方式的基础上,完善荣誉体系、民主管理机制和员工关爱等。在本文最后,通过对QCT集团激励方案优化设计的研究,对国有企业激励方案优化设计进行了一些总结,指出了本文在研究方面需要进一步完善的地方,并提出了下一步研究的展望。更多还原

【Abstract】 In the current era,increasing attention is given to the role of "personnel" in companies.Their talent is the critical guarantee for companies to succeed in a market,always facing complex and fleeting competition.According to modern theories on human resource,HR management has four functions that are talent selecting,staffing,cultivating and retaining.To get these four functions into full play,employee motivation is the crucial point.A reasonable and proper incentive plan can help to attract talents and fully inspire their potential for better corporate development.Nowadays,most big companies pay very high attention to employee motivation However,the phenomenon of "eating from the same pot(work and share alike)" still exist in some companies,in state-owned enterprises(SOE)in particular because of their special corporate systems.Moreover,there are rare systematic research into and designs of employee incentive plans in companies.Hence,this thesis intends to carry systematic research into the employee incentive plan based on that of QCT Group.Based on wide collection of related materials,on the model of QCT Group and on related concepts and theories of motivation,this thesis has given deep study into classic motivation theories and latest Chinese and foreign theories and research results on motivation.After carrying theoretical analysis,this thesis has carried research into the overall situation of QCT Group,with its structure of human resource as a key point,and has taken a deep analysis into its current incentive plan in terms of remuneration,performance assessment for merit pay,career development and other mental motivations.By means of questionnaires,this thesis has made inquiry into its staff satisfaction in five areas of remunerative motivation,motivation by merit pay,motivation by career development,other mental motivation and incentives management Besides,research is also made upon staff recognition of and familiarization with QCT’s corporate strategies and personal expectation of corporate incentive plan Based on analysis of questionnaire results and overall corporate situation,this thesis has dug deep and found out four problems of QCT’s incentive plan that are unreasonable systemization of remunerations,lacking of a system for merit pay,unwholesome systemization for career development and lacking in enough mental motivations.This thesis has also carried a deep analysis into reasons for these problems,which are lacking of enough attention to incentive plan given by top management,incentive plan being not related with corporate strategies,unsystematic designs of incentive plan,unwholesome relative systems and lacking in talents at these jobs,etcTargeted at these problems and reasons,this thesis has proposed measures for improvement in terms of remuneration,merit pay,career development and other mental motivations.About remuneration,the major point is to solve the problems of rigid distribution and unreasonable pay rise,with reasonable management of total payroll as the core of remunerative incentive.As for motivation by merit pay,the central area is to improve the whole process and management of performance assessment,with unreasonable setting of norms for assessment,improper evaluations and lack of feedback and communication as the key points to solve.About motivation by career development,a dual strategy of combining promotion system and training system to inspire staff is adopted,which on one hand,solves the problems of unreasonable promotions and employees’confusion in career planning,and on the other hand,solves the problem that training of staff lags behind their career development.As for other mental motivations,the central point is to improve mental motivation manners and methods including honor system,democratic management mechanisms and care for staff,etc.At the final part,this thesis has made some summarizations about improving designs of incentive plans of SOEs,after research into improvement of that of QCT Group,pointed out some points for which this thesis need further research to improve and put forward the author’s expectation about further study.更多还原