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论文编号：	2811
作者编号：	2120082275
上传时间：	2010/12/5 9:20:28
中文题目：	JBQG公司运营总部员工激励体系的建设
英文题目：	The Construction of JBQG’s Operation and Management Department’s Incentive System
指导老师：	崔勋
中文关键字：	人力资源管理 激励体系 物质激励 精神激励
英文关键字：	HR management Incentive system Meterial incentives
中文摘要：	随着经济的发展，越来越多的外商进入我国市场，外资企业、合资企业已经不是凤毛麟角，外资企业多样的管理风格、具有竞争力的薪酬水平，与国有企业争抢着优秀的人才。国有企业留住人才更是难上加难，如何利用国有企业的特色与优势，发展自己的激励特侧，企业留住人才面临更大的挑战，人才的竞争也是愈演愈烈。企业的竞争其实就是人才的竞争，人才不仅仅是固有的，大多数也是环境创造的，如何为人才提供一个可以充分发挥潜力、创造价值的环境呢？并且这个环境是长久的稳定的而不是短暂的、易碎的。在现代国有企业，许多管理者也慢慢意识到了人才的难得或者人才的流失。又或者说留下的员工为什么没有创造员工本身乃至更高的价值？留下的也是人才，如何激发他们的热情，如何能够让员工创造更大的价值与积极性？国有企业不能仅仅凭借单纯的薪酬水平或者稳定的用工环境来留住员工了，也不能靠单纯的“小恩小惠”使员工创造价值。 本文通过对激励相关理论的梳理，对国内人力资源环境的分析，结合国有控股企业JBQG公司事业部运营总部的实际案例，构建了以物质激励与精神激励相结合的，符合该企业的激励体系，利用制度支持等手段为该体系提供保障措施。在此基础上提出了对运营总部的制度进行了可行性的完善建议，从而使激励体系形成闭环。 希望通过本文以JBQG公司作为案例的研究，其研究成果较好地为轨道交通行业改进激励现状提供指导，提高员工满意度，完善激励管理。其研究成果可以为很多国有企业，甚至也可以较好地被国内同行业企业的激励管理所借鉴。
英文摘要：	With the development of the economic, more and more foreign business ingressed into China's market. Multi-international and juntventure companyes are not infrequent nowadays. Facing to the multi-international company's flexible management stytle and competetive salary and welfare, fighting for the talent, it's more and more difficult for the government companies to retain the talent. While how to rely on the government companies' speciality and advantage to develop our incentive system, the leaders of the companies are facing to the heavier challenges, the competition of the talents are becoming more and more drastically. While actually the competetion among the companies and the competetion for the talent. The talent is not generated by born while it's developed by the enviroment. Then how can we provide a enviroment which the talent can express their potential ability and creat value and also the enviroment is stable enough? In the government companies, gradually it's recognized the importance of the talent's retaining stability. Or it's considered that why the remained employees are not as effecient as the employess in the other companies? It's also believed that there are talent existed in the remained employees, but how to inspire their passion and how to make them creat more value? It's thought that the government companies could not only retain the employees by salary and stable working enviroment and also relying on other little benefit to make employees creat value. The thesis analyse China's HR enviroment by hackling the related theory of the inspiring. Combining with the project of the government controlling share enterprise JBQG's operation division, it consiste an incentive system which based on the combination of the metarial and spiritual incentives also aligned with the status of the company utilizing the policy supporting as the foundation. Based on the foundation, it provides completed practical advices to the operation centre's policy to make the incentive system a completed loop. It's hoped by studying of the JBQG's project, the study output could provide better instruction to the orbital communication field's incentive current releadty to improve the employees' satisfactory and perfect the incentive management. It's studying result could work for many government companies and even align with some other China's companies' incentive management in the same fields.
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