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论文编号：	10940
作者编号：	2220160632
上传时间：	2019/6/13 18:53:41
中文题目：	SZ工程公司激励机制改进研究
英文题目：	Research on Improvement of Incentive Mechanism of SZ Engineering Company
指导老师：	吴德胜
中文关键字：	企业激励机制；薪酬激励；激励机制设计；核心员工
英文关键字：	Enterprise Incentive Mechanism; Compensation Incentives; Incentive Mechanism Design; Core Employees
中文摘要：	在时代不断发展的现在，我国的产业结构正不断深化，目前，企业想要赢得市场竞争的基本手段就是要聘用和留任拥有高素质的人才，企业的决策者设计出科学的激励机制，能够激发企业主要员工个体的积极性，为企业保持核心员工和进一步发挥其价值提供了制度上的保障。作为一家工程技术类企业，SZ工程已经构建了较为完善的、多种类型的员工激励机制，然而，如何最大程度的提高企业核心员工和主要管理者的积极性，并且更好的维护企业与员工之间的关系是SZ工程公司亟需解决的问题，进一步改进企业的激励机制成为该企业解决问题的首要手段。 因此，本研究结合激励理论等相关理论基础，先简单阐述了SZ工程公司的基本信息、发展情况和企业的内外部发展环境，以此为背景分析在企业里拥有科学的激励机制将会对员工的积极性和忠诚度产生很强的正面影响，在企业机制设计中有重要的地位。此外，本研究深入剖析了SZ工程公司现拥有的激励机制现状，探讨公司内部针对于中高层管理人员以及核心技术人员的激励机制存在何种问题，并总结出导致问题的原因，从而为后续SZ工程公司构建更加科学的激励机制奠定基础。 最后，本研究结合SZ工程公司的现实发展情况，确立了该企业的激励机制设计原则，进一步的阐明了针对不同管理层次员工应遵循不同的激励机制措施，并分别展示了企业的高级管理者、中基层管理者以及核心技术人员所对应的激励机制设计思路。简单来说，适当的股权激励、多种类型的自助福利以及公平的反向激励措施会对企业的高级管理者产生激励效果；对于企业的中基层管理者，多角度的奖金激励、良好的职业规划发展、完善的企业培训和舒适的办公环境效果更好；而对于企业的核心技术人员，应采取公平的职业发展竞争、强化专业培训、多阶段稳定的薪酬激励等等。对于我国的高新技术企业的创新激励机制设计，本研究的相关研究结论有一定的借鉴意义和参考价值。
英文摘要：	Nowadays, the industry structure of China is constantly deepening. At present, the basic means for enterprises to win market competition is to hire and retain high-quality talents. The decision-makers of enterprises design a scientific incentive mechanism that can stimulate The enthusiasm of the main employees of the enterprise provides institutional guarantee for the company to maintain core employees and further exert its value. As an engineering technology enterprise, SZ Engineering has built a relatively complete and multi-type employee incentive mechanism. However, how to maximize the enthusiasm of core employees and key managers, and better maintain the company and employees. The relationship between SZ Engineering is an urgent problem to be solved. Further optimizing the incentive mechanism of the company has become the primary means for the enterprise to solve the problem. Therefore, this study combines the relevant theoretical foundations such as incentive theory, and briefly expounds the basic information, development situation and internal and external development environment of SZ Engineering Company. As a background analysis, it is necessary to have a scientific incentive mechanism in the enterprise. The enthusiasm and loyalty have a strong positive impact and have an important position in the design of corporate mechanisms. In addition, this study deeply analyzes the current status of the incentive mechanism owned by SZ Engineering Company, discusses the problems existing within the company for the incentive mechanism of middle and senior management personnel and core technical personnel, and summarizes the causes of the problems, thus serving as the follow-up SZ. Engineering companies lay the foundation for building more scientific incentives. Finally, this study combines the actual development of SZ Engineering Company, establishes the design principle of the incentive mechanism of the enterprise, and further clarifies that employees of different management levels should follow different incentive measures, and respectively show the senior managers of the enterprise. The design idea of the incentive mechanism corresponding to the middle-level managers and core technical personnel. In short, appropriate equity incentives, multiple types of self-help benefits, and fair reverse incentives will have incentives for senior managers of the enterprise; for the middle-level managers of the enterprise, multi-angle bonus incentives, good careers Planning and development, perfect corporate training and comfortable office environment are better; for the core technical personnel of the enterprise, fair professional development competition, intensive professional training, and multi-stage stable salary incentives should be adopted. For the design of innovation incentive mechanism for high-tech enterprises in China, the relevant research conclusions of this study have certain reference significance and reference value.
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