【作者】 王婷；

【导师】 马跃如；

【作者基本信息】 中南大学 ， 工商管理（MBA）（专业学位）， 2025， 硕士

【摘要】 在知识经济时代,人力资源成为了企业可持续发展的核心,面对白热化的市场竞争,企业需要通过高效的人才激励机制吸引并留住高素质人才。随着95后、00后新生代员工逐渐成为职场主力,这一群体受教育程度高、创新能力强、追求自由灵活的工作环境与平等民主的氛围。与传统激励模式的矛盾日益加剧,导致他们工作满意度低、离职率高。如何运用针对性地优化激励策略,提升新生代员工的工作积极性和创新力,已经成为学界和企业界共同探索的重要课题。本文结合了新生代员工的特征,系统梳理了国内外相关研究成果,以马斯洛需求理论、赫斯伯格双因素理论、亚当斯公平理论、弗鲁姆期望理论为理论基石,选取互联网教培行业的S公司作为研究样本,通过问卷调查和员工访谈,分析了新生代员工的构成和激励的现状,发现S公司在薪酬福利、绩效考核、晋升培训及企业文化等方面存在的不足。主要表现为:激励机制无法有效激发员工热情和忠诚度、薪酬体系缺乏灵活性和竞争力、绩效考核标准不清晰,公平性不足、培训与晋升体系不完善、企业文化缺乏吸引力和包容性。针对这些问题,本文从S公司实际出发,提出了提升薪酬标准、丰富福利、优化绩效考核、营造开放包容的企业氛围、完善晋升机制等优化措施,并从组织、制度、资金三方面为激励策略的优化提供了保障。本文的目的是为S公司提供新生代员工激励策略的优化方案,帮助企业吸引、激励并留住新生代人才,提升新生代员工的满意度和工作积极性,实现企业与员工的双赢。同时为互联网教育培训行业的新生代员工激励策略优化提供理论依据和实践参考。图14幅,表20个,参考文献66篇更多还原

【Abstract】 In the knowledge era,human capital has become pivotal for corporate competitiveness.With post-95s and post-00s employees—characterized by advanced education,innovation orientation,and preferences for flexible work arrangements and egalitarian cultures—entering the workforce,traditional incentive mechanisms have shown significant inefficacy,leading to diminished job satisfaction and elevated turnover.Addressing their motivational drivers and organizational loyalty has emerged as a critical challenge.This study systematically analyzes literature on new-generation workforce traits,synthesizing Mallow’s Hierarchy of Needs,Heise nberg’s Two-Factor Theory,and Expectancy Theory.Through quest ionnaires and in-depth interviews with Company S’s employees,we diagnose four core issues:rigid compensation structures lacking m arket competitiveness;ambiguous performance metrics and perceive d inequity;underdeveloped training and career advancement pathwa ys;insufficiently inclusive corporate culture weakening organization al identity.Corresponding optimization strategies are proposed:desig ning tiered compensation packages,refining performance evaluation systems,fostering open organizational cultures,and establishing d ual career development pathways.Implementation safeguards are ou tlined across organizational,institutional,and financial dimensions.This research aims to provide Company S with actionable solutions to attract,motivate,and retain new-generation talent,thereby enhancing employee satisfaction and engagement to achieve mutual benefits for both the organization and its workforce.Furthermore,it offers theoretical and practical insights for optimizing incentive strategies targeting new-generation employees on the internet-based education and training industry.更多还原