基于需求调查的昆山华石公司员工激励策略研究

发布时间：2018-09-01 11:35

【摘要】：随着经济全球化的日益发展,世界经济一体化的步伐明显加快,全球产业转移逐渐从制造业向服务业延伸,服务外包成为服务业全球化发展的重要趋势。从上世纪80年代末开始,为了实现全面的成本领先、提高组织运营效率和核心竞争力,一些跨国公司及大型企业联盟便开始将其非核心的信息技术或者业务流程外包给更低成本的专业服务提供商。服务外包企业的生产方式大都是“人脑”加“电脑”。为此要使企业进一步发展,增强企业的市场竞争力,就必须重视人力资源的管理与开发,建立有效的激励机制,充分发挥员工的潜力。然而,服务外包产业尤其是金融服务外包产业规模不断扩张,业务内容不断丰富,不仅国外大型跨国服务外包企业进驻国内,本土的金融服务外包企业也在不断增加,加上专业化的人才队伍短缺,加剧了金融服务外包产业的竞争。为了吸引并留住更多、更优秀的人才,针对金融服务外包企业员工的激励问题研究,越来越具有现实意义。本文的研究,通过对华石数据(昆山)有限公司(简称昆山华石)基于需求的员工激励情况进行调查以后,运用相关人力资源理论和管理学理论对现行的激励问题进行了分析,并根据该公司员工需求的特点,确立了对该公司员工的激励原则,并在此基础上提出完善该公司员工激励机制的建议。昆山华石作为金融服务外包企业,需要在满足员工需求的基础上进行激励方案的设计,以尽可能的避免出现公司员工离职率高,满意度低,工作不积极的现象。本文研究的主要结论有：第一、昆山华石在员工激励方面存在着一系列的问题,需要在薪酬福利、绩效考核、员工培训、职业发展、公司文化等方面进行员工激励方案的完善第二、昆山华石的激励优化方案为完善薪酬方案,满足员工的物质需要；建立员工培训体系和职业发展通道,满足员工的自我发展和成就需要；确立公正的绩效考核体系,满足员工的公平需要；培养柔性的企业文化,满足员工的尊重需要。第三、昆山华石在根据自身情况制定和实施员工激励方案时,应该注意激励方式的灵活性,以正强化为主,负强化和惩罚为辅的激励手段。昆山华石的母公司是行业内的领军企业,昆山华石是其规模最大的子公司。本文的研究在指导昆山华石完善员工激励方案,适应公司发展需求的同时,对于服务外包行业以及相似行业的企业实施员工激励策略具有一定的借鉴意义。
[Abstract]:With the increasing development of economic globalization, the pace of world economic integration is obviously accelerated, the global industrial transfer gradually extends from manufacturing to service, service outsourcing has become an important trend of the development of service globalization. Since the late 1980s, in order to achieve overall cost leadership, improve the organization's operational efficiency and core competitiveness, Some multinationals and large corporate coalitions have begun outsourcing their non-core information technology or business processes to lower-cost professional service providers. The mode of production of service outsourcing enterprises is mostly "human brain" and "computer". Therefore, in order to further develop enterprises and enhance their market competitiveness, we must attach importance to the management and development of human resources, establish an effective incentive mechanism, and give full play to the potential of employees. However, the scale of service outsourcing industry, especially the financial service outsourcing industry, is constantly expanding, and the business content is constantly rich. Not only foreign large multinational service outsourcing enterprises are stationed in the country, but also the local financial service outsourcing enterprises are increasing. In addition, the shortage of specialized talents intensifies the competition of financial service outsourcing industry. In order to attract and retain more and more excellent talents, it is of more and more practical significance to study the motivation of employees in financial service outsourcing enterprises. In this paper, after investigating the demand-based incentive situation of Huashi data (Kunshan) Co., Ltd. (Kunshan Huashi), the current incentive problems are analyzed by using the relevant human resources theory and management theory. According to the characteristics of the company's staff demand, the incentive principle for the employees is established, and on this basis, suggestions to improve the employee incentive mechanism are put forward. As a financial service outsourcing enterprise, Kunshan Huashi needs to design incentive schemes on the basis of meeting the needs of employees, in order to avoid the phenomenon of high turnover rate, low satisfaction and inactive work. The main conclusions of this paper are as follows: first, Kunshan Huashi has a series of problems in employee motivation, including salary and welfare, performance appraisal, staff training, career development, etc. Second, Kunshan Huashi's incentive optimization plan is to perfect the salary plan to meet the material needs of the staff; to establish the staff training system and career development channel, To meet the self-development and achievement needs of employees; to establish a fair performance appraisal system to meet the fair needs of employees; to cultivate a flexible corporate culture to meet the needs of staff respect. Thirdly, when Kunshan Huashi formulates and implements employee incentive plan according to its own situation, it should pay attention to the flexibility of incentive mode, with positive reinforcement as the main, negative reinforcement and punishment as auxiliary incentive means. Kunshan Huashi parent company is the industry leader, Kunshan Huashi is its largest subsidiary. The research in this paper not only instructs Kunshan Huashi to perfect the employee incentive plan and adapts to the development of the company, but also has certain reference significance for the service outsourcing industry and the similar industry enterprises to implement the employee incentive strategy.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F719

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