联系我们

论文查询结果	返回搜索

论文编号：	13503
作者编号：	2320200613
上传时间：	2022/12/3 21:06:22
中文题目：	基于ERG理论的A国有管道公司专业技术人员激励体系优化研究
英文题目：	Research on optimization of incentive system for professional and technical personnel of state-owned pipeline company A based on the ERG theory
指导老师：	刘俊振
中文关键字：	国有管道公司；专业技术人员；激励体系；ERG理论
英文关键字：	state-owned pipeline company ; professional and technical personnel; Motivation system; the ERG theory
中文摘要：	A国有管道公司作为最年轻的央企子公司之一，走在国有企业改革三年行动的前列，公司为实现更高更强的发展目标，在人力资源管理改革任务中不断探索和思考，逐渐建立了规范化的薪酬激励体系。但是由于国有企业薪酬分配受制于国资委的工资总额管理制度、历史沿革下来的“吃大锅饭”收入分配氛围、员工年龄断层以及绩效考核制度不健全等约束，限制了对国有企业专业技术人员的激励设计。现如今，国有企业能够持续发展的关键在于打造一支专业技术人才队伍，而针对专业技术人才的激励和发展，是国有企业人力资源改革的重要主题。由此，A国有管道公司专业技术人员的激励管理问题日益凸显。本文旨在研究A国有管道公司专业技术人员激励体系的优化设计，提升专业技术人员的工作积极性，实现企业未来的长足发展。 本文主要围绕当前A国有管道公司的激励体系设计问题，以ERG理论为基础，通过运用文献研究法、调研研究法和案例分析法等科研方法，在生存（E）、关系（R）和成长（G）三种需要层次上，综合剖析了当前A国有管道公司的激励体系设计现状，同时根据出现的主要问题加以分析并给出了优化设计措施。首先，采用发放调研问卷和整理公司内部系统数据的方法，发现了当前A国有管道企业的专业技术人员对于企业中的工资福利机制、绩效考核机制、工作——家庭关系、跨部门合作、晋升制度、员工职业生涯规划等方面满意度较低。之后，在针对调查问卷的结果提出相应的优化建议：在生存维度上，A国有管道公司需要设置兼顾内外公平的薪酬制度，建立公正客观的绩效考核体系、从地理隔离以及工作压力两方面解决工作——家庭冲突；在关系维度上，建立跨部门协作沟通机制；在成长维度上，拓宽职业晋升多通道，打造员工职业生涯阶段激励体系。最后，为保证优化后的激励体系的顺利实施，文章通过组织保障、资金保障以及文化保障三方面，落实激励体系的实施。
英文摘要：	A state-owned pipeline company, as one of the youngest subsidiaries of central enterprises, is in the forefront of the three-year action of SOE reform. The company has been exploring and thinking in the task of human resource management reform to achieve higher and stronger development goals, and gradually established a standardized system of salary motivation system. However, due to the constraints of the State-owned Assets Supervision and Administration Commission's total salary management system, the historical "Egalitarianism" income distribution atmosphere, the age gap of employees and the unsound performance appraisal system, the motivation design for professional and technical personnel of state-owned enterprises is restricted. Nowadays, the key to the sustainable development of state-owned enterprises is to build a professional and technical personnel team. The motivation and development of professional and technical personnel is an important theme of human resource reform of state-owned enterprises. As a result, the motivation management of professional and technical personnel in state-owned pipeline company A is becoming more and more prominent. The purpose of this paper is to study the existing motivation measures of state-owned pipeline company A, hoping to propose an optimal design that can help its core human capital - professional and technical personnel incentive system to achieve the future long-term development of the enterprise. Based on the ERG theory, this paper analyzes the current situation of motivation system of state-owned pipeline company A in terms of three dimensions: Existence (E), Relatedness (R) and Growth (G), and analyzes the problems and proposes the optimization design. Firstly, by distributing questionnaires and integrating internal system data, it was found that the professional and technical personnel of state-owned pipeline company A are less satisfied with the salary and welfare system, performance appraisal system, work-family relationship, cross-departmental cooperation, promotion system and career planning of employees. After that, in response to the results of the questionnaire, the following suggestions are given: in the existence dimension, state-owned pipeline company A needs to set up a salary system that takes into account internal and external equity, establish a fair and objective performance appraisal system, and solve work-family conflicts in terms of geographical isolation and work pressure; in the relatedness dimension, the company should establish a cross-departmental collaboration and communication mechanism; in the growth dimension, the company should improve the design of career development plan and broaden multiple channels for career promotion; and the company should design the motivation system for professional and technical personnel according to their individual needs. Finally, so as to ensure the effective operation of the motivation system, the article through three aspects: organizational guarantee, financial guarantee and cultural guarantee to implement the optimized motivation system.
查看全文：	预览  下载(下载需要进行登录)