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论文编号：	10344
作者编号：	2120163119
上传时间：	2018/12/6 8:39:31
中文题目：	事业单位编制外人员激励机制研究—以G单位为例
英文题目：	The Study of Incentive Mechanism in the Management Of Non-establishment Staffs in Public Institution—Take Institution G as An Example
指导老师：	吴德胜
中文关键字：	事业单位；编制外人员；人力资源管理；激励理论；激励机制组合方式
英文关键字：	Public institution; Non-establishment staff; Human resource management; Motivation theory; Combination mechanism with multiple incentive methods
中文摘要：	随着事业单位不断壮大发展，为应对逐渐加重的工作任务，再加上我国编制有限，我国事业单位中的员工身份逐渐多样化，总的来说主要分为两类即：编制内人员以及编制外人员。这些事业编制外人员在其岗位上对单位的发展做出了不少的贡献。但是随着数量的不断扩大，以及构成人员的素质在不断提升、平均年龄在不断降低的过程中，这种多元化的人员构成为事业单位的人员管理带来了一定的挑战，尤其是“编外人员”的管理问题在不断地暴露出来。如果这一系列问题无法得到有效及时地解决，那么将会严重影响到员工的心理情绪、员工与工作单位的和谐关系等等。 本文将结合G单位等相关事业单位编制外人员的管理情况，对存在的问题进行深入分析。并在介绍激励理论的基础上，借助组织管理的相关理论以及传播学中的相关传播理论，来讨论事业单位如何对编制外人员进行激励，从而有助于提高员工的满意度及工作效率。并且，通过寻找相应的解决办法，帮助事业单位管理人员提高对编制外人员的管理水平，从而帮助事业单位能够更好的对编制外人员进行管理。 当下，事业单位改革可以说是一个热点问题，而如何激发编外员工也是事业单位改革的一个重要环节，本研究是将事业单位中的编制外人员作为一个整体进行研究，在借助组织管理理论的基础上，创新性地引入传播学和心理学理论进行研究。本文通过对G的单位编制外激励机制所存在的问题进行研究，提出相关的改进建议，以及多种激励方式并存的激励组合机制，推动G单位编制外人员管理水平的进一步提高。同时，也为与G单位相同或相似的事业单位编制外员工激励提供了一定的建议参考。
英文摘要：	With the continuous expansion and development of public institutions, in order to cope with the gradually increasing work tasks, coupled with the limited amount of authorized staff in institution in China, the identity of employees in public institutions in China is gradually diversified, which is generally divided into two categories: staff in establishment and non-establishment staff. These non-establishment staffs make many contributions to the development of the public institution on their post. However, with the expansion of the number of non-establishment staffs, the improvement of the quality of the non-establishment staffs and the decline of the average age, the diversity of personnel has brought some challenges to the personnel management of public institutions, especially the management problems of non-establishment staffs have been exposed constantly. If this series of problems can’t be solved effectively and timely, it will seriously affect the psychological emotion of employees, the harmonious relationship between employees and the work unit and so on. In this thesis, based on the management of non-establishment staffs in G units and other relevant public institutions, the existing problems about incentive mechanism in the management of non-establishment staffs will be analyzed in depth. On the basis of introducing the incentive theory, this paper discusses how the public institution can motivate the non-establishment staffs in public institution, with the help of the relevant theories of organizational management and communication theories, so as to improve the employee satisfaction and work efficiency. Moreover, by finding corresponding solutions, we can help the management personnel of public institutions to improve the management level, so as to help the public institutions to better manage the non-establishment staffs. At present, the reform of public institutions can be regard as a hot issue. How to motivate non-establishment staffs and is also an important part of the reform of public institutions. Unlike other studies, this thesis regard non-establishment staffs as a whole, on the basis of the organization and management theory, the theory of communication and psychology study. This thesis studies the problems existing in the non-establishment staffs’ incentive mechanism of G unit, and puts forward relevant suggestions for improvement and the incentive combination mechanism with multiple incentive methods, so as to improve the management level of non-establishment staffs in G unit. At the same time, it also provides some suggestions for the same or similar public institutions like G unit.
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