南德公司知识型员工激励机制优化研究

发布时间：2018-07-02 08:57

本文选题：南德公司 + 知识型员工　；参考：《兰州大学》2017年硕士论文

【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。
[Abstract]:The 21st century is the era of knowledge economy, the development of science and technology changes with each passing day. The core competitive factors of enterprises have gradually undergone tremendous changes, from capital elements to human factors. The transfer of the core competitive elements of enterprises directly leads to the transformation of the concept of enterprise management. How to establish a set of effective talent incentive mechanism suitable for their own has become a core problem of human resources management in many enterprises at present. This paper probes into the optimization of incentive mechanism for knowledge workers in Nande Company. The object of study is the knowledge workers in the inspection and certification industry of Nande Company. Due to the changes in the industry situation, the original incentive mechanism of Nande Company can not adapt to the new competition needs, which leads to the lack of enthusiasm of the employees of Nande Company and the inability to retain the excellent employees. In recent years, employee motivation has been a major concern of Nande Company. The continuous loss of excellent knowledge workers, or the fact that competitors have dug a corner, or that they have started their own businesses to compete with the company, has caused the company to lose a large number of customer resources, which has not only hindered the business development of Nande Company, It also directly affects the enthusiasm of other employees in the company. How to optimize the incentive mechanism of knowledge workers in Nande Company has become the most important issue in the human resource management of Nande Company. On the basis of systematic analysis of the traditional incentive theory and knowledge worker incentive theory, this paper combines the unique points of the knowledge workers in the certification service industry of Nande Company. This paper makes an empirical investigation on the potential needs of knowledge workers in Nande Company and the utility of the current incentive mechanism by means of questionnaires and in-depth interviews, and makes a scientific analysis of the data obtained from the survey. To find out some problems and shortcomings of the current incentive mechanism, and put forward the optimization plan and specific implementation measures to help the company leadership and human resources department to provide advice. How to effectively improve the management level of knowledge-based talents, can attract and retain outstanding talents, reduce the loss of talents, stabilize the team, and improve the competitiveness of the company. Through the research and discussion on the incentive mechanism of intellectual talents in Nande Company, the paper draws the conclusion that the knowledge-based talents need to adopt a comprehensive and multi-channel incentive mechanism, pay special attention to the fairness of compensation and appraisal system, and adopt a multi-channel promotion mechanism. Establish a good team culture atmosphere and effective training mechanism, pay attention to the incentive mechanism to reflect the value of talents, which can improve the incentive mechanism for other similar knowledge talent companies and other high-tech companies in China. To improve the competitiveness of talent has certain reference significance.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.6

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