Abstract
With China’s entry into WTO and the rapid process of globalization, it is necessary to adopt the incentive mechanism for employees in order to increase the core competence of enterprises. Through analyzing current private business company’s incentive and incentive mechanism evolutionary process, it is explained that private company incentive and incentive mechanism should be adapted to the environmental changes, thus this paper analyses the existing problem of private company incentive mechanism which is based on the theorem of incentive, moreover points out where the cause is and clear out the adjust tactics. According to the private enterprise employee’s inspiration status in quo, this paper first analyze the incentive background and present condition, and through these two side analyze, we can have the thorough understand of private enterprise inspire mechanism, and find out what we should investigate on the satisfaction degree of the employee in order to work out the defect of private enterprise incentive mechanism. Based on these analysis, from the viewpoint of the theory of incentive, we designed the survey of employee’s satisfaction, at the same time we do some research to find out where the problems exist, meanwhile try to formulate the adjust tactics, so that the company can attract more excellent employees, take advantage of the virtue and avoid the shortcoming of the company, unceasingly to consummate the incentive mechanism, then formulate the an efficient inspire system ,increase the company competition ability. Though the analysis of the private enterprise employee’s incentive mechanism we can find that under the environment of rapid economic develop, the private enterprise can only grasp the opportunities to formulate the efficient employee’s inspiration mechanism, then they can absorb the talent to service the themselves, and let the company stand out from the fierce competitive market.
Key words: Private Enterprise, Inspiration Mechanism, Enterprise Employee’s, Inspire Tactics
目 录
摘要.............................................................................................................................................I
Abstract ...................................................................................... ..............................................II
1 绪论 1
1.1 课题背景及意义 1
1.2 国内外研究状况 1
1.2.1国外研究状况 2
1.2.2国内研究状况 5
1.3 课题研究方法 5
1.4 论文构成及研究内容 6
1.5 本论文的创新之处 6
2 相关概念与理论 7
2.1 激励及其组成因素 7
2.2 激励模型 7
2.3 相关的激励理论 8
2.4 激励对企业员工的作用 9
2.4.1增加企业的人才 9
2.4.2提升员工打拼的积极性 9
2.4.3使企业变的强大 9
3 对我国私营企业员工激励机制现状及存在问题分析 11
3.1私营企业员工激励机制现状 11
3.2 私营企业员工激励存在的问题 12
3.2.1 员工的整体素质偏低 12
3.2.2 员工的薪酬激励不足 13
3.2.3 员工的工作环境差 13
3.2.4 员工地位低 13
3.2.5 对员工的培训重视不够 13
3.2.6 缺乏软激励机制 14
3.3 存在问题的分析 14
3.3.1 影响问题存在的宏观因素 14
3.3.2 关键问题分析 15
4 解决私营企业员工激励问题的对策 17
4.1 建立先进科学的绩效评估体系 17
4.1.1绩效考核应把握的原则 18
4.1.2进行绩效考核的方法 18
4.2 物质激励与精神激励相结合 20
4.2.1物质激励要有效 20
4.2.2精神激励要加强 21
4.3 坚持人本原则 23
4.4 建立公开透明公正的人才聘用机制 23
4.5 重视员工的培训 24
4.6 善于做好沟通 25
4.6.1沟通胜于权利 25
4.6.2尊重为前提 25
4.6.3倾听是关键 26
4.6.4冲突是另一种沟通 26
4.7 适当授权 26
4.7.1 授权是管理者的明智选择 27
4.7.2 授权的原则 27
4.8日常管理中几点具体的对策 28
结论 32
参考文献 33
致谢 34