【作者】 张敏；

【导师】 陈爽英； 易劲松；

【作者基本信息】 电子科技大学 ， 工商管理硕士（专业学位）， 2022， 硕士

【摘要】 互联网时代知识经济蓬勃发展,企业经营活动的主要性质是知识型工作。企业竞争归根结底是知识型员工的竞争。因此,企业对于创新能力主体--知识型员工的管理能力就上升到了空前重要的战略高度。但是由于国内外有关激励的理论纷繁复杂、我国房地产行业政策巨变、国有企业对于激励的投入不足、对于知识型人才的尊重程度不够、分工与分权管理专业化程度不高等众多原因,导致了知识型员工激励效果差强人意。随着国有企业改革要求的日趋紧迫,国有企业在合规、合法集体决策的行政化管理要求与房地产公司快速、高效市场化运营的双重要求下,如何激励企业知识型员工最大化创造业绩,已经是摆在全部房地产行业、国有企业管理者面前一道必须逾越的障碍。本论文是针对上述这些问题,首先,运用了文献研究、案例分析等研究方法在总结与学习了当今企业激励理论、房地产行业的市场实践状况、以及国企改革政策规定等内容的基础上,确定了从激励的多维度视角对激励体系进行框架设计。其次,面向KG公司全体员工采用问卷调查、访谈的方式,对知识型员工激励体系的满意度与重要度现状、存在的问题等进行了分析整理以及深层次的原因剖析。指出,KG公司知识型员工激励体系中激励内容不全、方法单一和对象笼统等问题是因为资源投入不足、对人才的尊重不够和分工与分权专业化程度不高等原因造成的。随后,构建了适合于KG公司知识型员工的激励体系模型。该模型从全面报酬体系、积分管理体系和多维激励对象图谱三个方面对激励体系进行了重新整理。最后,结合KG公司知识型员工特点,设计出了一套适合于KG公司长期发展的激励机制改进对策。具有指导区域性国有企业激励管理实践工作的研究意义。更多还原

【Abstract】 In the Internet era,knowledge economy is booming,and the main form of business activities of enterprises is knowledge-based work.The competition of enterprises is the competition of knowledge-based employees.Therefore,the management ability of knowledge workers,the main body of innovation ability,has risen to an unprecedented strategic height.However,the incentive effect of knowledge workers is not satisfactory due to the complicated theories of incentive at home and abroad,the policy changes of China’s real estate industry,the lack of investment in incentive by state-owned enterprises,the lack of respect for knowledge talents,and the low degree of specialization in division of labor and decentralization management.With the gradual increase of reform policy requirements of market-oriented transformation of state-owned enterprises,how to maximize the incentive of knowledge workers of state-owned enterprises under the dual requirements of compliance,legal collective decision-making management and fast and efficient market-oriented operation? Finally realizing the market-oriented transformation of state-owned enterprises has been placed in front of all state-owned enterprise managers in the real estate industry must win the battle.This paper is based on the above questions.First of all,using literature research,case analysis and other research methods in the summary and study of today’s enterprise incentive theory,real estate industry market practice,as well as state-owned enterprise reform policies and regulations on the basis of the content,determined from the multidimensional perspective of incentive incentive system framework design.Secondly,by questionnaire survey for all employees of KG Company,the satisfaction and importance of the incentive system of knowledge workers,the existing problems and other problems are analyzed and sorted out as well as the deep reasons.It is pointed out that the problems in the incentive system of knowledge workers in KG company,such as incomplete incentive content,single method and general object,are caused by insufficient resource input,insufficient respect for talents and low specialization of division of labor and decentralization.Then,the incentive system model suitable for knowledge workers in KG company is constructed.The model rearranges the incentive system from three aspects:comprehensive reward system,integral management system and multidimensional incentive object atlas.Finally,combined with the characteristics of knowledge workers in KG company,designed a set of incentive mechanism improvement measures suitable for the long-term development of KG enterprises.It has research significance to guide the practice of incentive management in regional state-owned enterprises.更多还原