【作者】 张永成；

【导师】 邵建平；

【作者基本信息】 兰州大学 ， 工商管理（专业学位）， 2017， 硕士

【摘要】 21世纪是知识经济的时代,科学技术的发展日新月异。企业的核心竞争要素逐步地发生了巨大的变化,从资本要素转向人力要素倾斜,企业的核心竞争要素的转移直接导致了企业管理理念的转变如何建立一套行之有效的适合自身的人才激励机制成为了当前众多企业人力资源管理的一个核心问题。本文对南德公司的知识型员工激励机制优化问题进行探讨,研究对象是南德公司的检验认证行业的知识型员工。由于行业形势的变化,南德公司原有的激励机制无法适应新的竞争需要,导致了南德公司员工的工作积极性不高,无法留住优秀的的员工,近几年来员工的激励问题一直是南德公司所极为关注的问题。优秀知识型员工的不断流失,或者被竞争对手挖了墙角,或者自己创业与公司竞争,使公司损失了大量客户资源,这不仅阻碍了南德公司的业务发展,还直接给公司其他员工的工作热情带来不利的影响。如何优化南德公司知识型员工的激励机制问题就成了当前南德公司人力资源管理的首要问题。本文通过在进行系统分析传统的中外激励理论和知识型员工激励理论的基础上,结合南德公司所在的检验认证服务行业的知识型员工的独特点,采用调查问卷和深入访谈的研究方法对南德公司的知识型员工的潜在需求和现行激励机制的效用进行了实证调查,并对调查所获得的数据进行了科学分析,发掘出现行激励机制所存在的一些问题与不足之处,并针对这些问题和不足提出了优化方案和具体实施措施,以帮助公司领导层和人力资源部提供建议,如何有效提升知识型人才的管理水平,达到可以吸引和留住优秀人才,减少人才的流失,稳定团队,提高公司竞争力的目的。通过对南德公司知识型人才激励机制的研究探讨,得出了研究结论:知识型人才需要采用综合型多途径的激励机制,特别重视薪酬和考评制度公平性,采用多渠道的晋升机制,建立良好的团队文化氛围和有效的培训机制,注重体现人才价值的激励机制,这对于国内其他类似的知识型人才公司和其他高新技术的公司改善其知识型人才的激励机制,提高人才竞争力方面有一定的借鉴意义。更多还原

【Abstract】 21st Century is an era of knowledge economy,the development of science technology is changing with each passing day.The element of company central competitive has been changed greatly,transfer from capital element to human resource,the major factor transfer of the element of company competitive will have direct effect on the change of on ideas of enterprise management.How to establish one effective and suitable incentive mechanism is currently becoming the core problem of most of the companies.The thesis carries out a study on the incentive mechanism for the knowledge-based employees based on T(?)V S(?)D Company,the object of study is the knowledge-based employees of T(?)V S(?)D Company related to inspection and testing service companies.Because of the change of industry situation,the last incentive mechanism of T(?)V S(?)D Company can not meet the requirement of new competition,the influence leads to low job motivation,the company can not retain good performance employees,the motivation of employees has been the extremely concerned problem during the recent years.Many good employees left the company,joined the competitors or started their own business to compete with the company,many customers’ resource has been lost,the issue has not only impeded its business development,but also had bad effect on enthusiasm of the retained employees.How to optimize the incentive mechanism of the knowledge-based employees of T(?)V S(?)D Company has been the key question of T(?)V S(?)D current human resource management.The thesis is based on the traditional theory of motivation and domestic,oversea knowledge-based employees’ incentive theories,combine with the special characteristic of the knowledge-based employee of T(?)V S(?)D Company related to the inspection and certification companies.The thesis uses the ways of questionnaire survey and depth interview to do actual survey,then do the science analysis for the survey data,find some problems and inadequacy of the current incentive mechanism,give the improvement plans and detail implementation plans based on the issues,help to give some good advice for the leader of the company management and human resource department.How to improve the ability of management of the knowledge-based employees,reach the good target to retain good performance employees,reduce the demission rate,stabilize the team,enhance the company’s competitiveness.The study of incentive mechanism of the knowledge-based employee of T(?)V S(?)D Company has drawn one conclusion,we should use synthesizing type and multi-path incentive mechanism for the knowledge-based employee,particular focus on fairness of compensation and evaluation system,adopt many ways of promotion mechanism,establish good team culture and effective training mechanism,the incentive mechanism should pay more attention on talent value,the study has good reference ideas for the similar the knowledge-based employee companies,high and new technology companies and will give them some ideas how to improve their incentive mechanism of the knowledge-based employee and talent competition abilities.更多还原