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论文编号：	5703
作者编号：	2220091905
上传时间：	2013/12/2 18:07:50
中文题目：	天津荣信达公司技术型员工激励研究
英文题目：	Research Of Inspiring Technical Staff
指导老师：	赵伟
中文关键字：	技术型员工;激励;措施
英文关键字：	Human resources;Incentive system;Technical staff
中文摘要：	在当今二十一世纪经济全球化的新时代，企业之间的竞争日趋激烈，而人力资源则是企业最为重要的一项资本，这在中小企业中表现得更为显著。企业实行技术型员工激励管理的最根本目的是正确地激发企业内部技术型员工的工作动力和积极性，不断增加他们的满意度和忠诚度，使他们在为企业的努力工作中实现组织目标的同时达到自身的需要，从而能够使他们的积极性和创造性得以继续保持和发扬下去，最终实现企业与个人的双赢。随着社会的发展和进步，人的需求也在不断变化，激励管理制度也就需要不断地创新。因此，怎样建立起一套科学、合理、良好的的技术型员工现代激励管理模式，并在实际中加以创新和使用好技术型员工的激励机制便成为了目前国内许多企业所面临的一个极为重要的问题。 本文通过对天津荣信达有限公司技术型员工的激励管理现状和问题进行了认真地问卷调查分析和研究后，发现该公司在其内部技术型员工的薪酬福利制度、绩效考核、职业生涯管理以及教育培训等方面存在着一些明显的问题和不足。笔者针对这些问题运用激励方面的有关理论和方法手段，并结合该公司目前技术型员工的需求特征，从公司自身和其内部技术型员工两方面的角度分别入手，设计出了一套完整的技术型员工的激励管理体系实施方案。 此外，笔者还从天津荣信达有限公司的角度出发，对该公司内部技术型员工的激励体系如何进行构建提出了具体措施和可行性建议，主要包括：公司的领导层应当转变管理理念、加大物质利益方面激励的力度，对技术型员工广泛开展精神激励并深化工作激励。从技术型员工的角度出发，主要包括：这些员工应当积极树立主人翁的责任感、珍惜公司给予自己工作的机会、抱有感恩的心来积极回报公司。笔者希望本文的方案能够实现对天津荣信达有限公司技术型员工长久而有效的激励。
英文摘要：	The competition for talent as the salient features of the twenty-first century, human capital is the most important capital, which was particularly prominent in the manufacturing enterprise. Enterprise implementation of skilled workers Incentive most fundamental purpose of properly stimulate skilled workers work power continue to increase their satisfaction make them in advance their own needs by achieving organizational goals, and thus their enthusiasm and creativity able to continue to maintain and carry forward down, and ultimately the enterprises and individuals, a win-win situation. With the development of society, people's needs are constantly changing, incentives will need to continuously innovate. Therefore, how to establish a good skilled workers incentive model, innovation and make good use of skilled workers incentives will become a modern manufacturing enterprises are facing a very important issue. In this paper, Tianjin Rong Cinda Ltd. conducted a questionnaire survey and found that the remuneration system of the skilled workers, and other aspects of performance appraisal, career management, education and training problems. Solve these problems, the use of incentive theory and the theory of career planning theories and methods, combined with the demand characteristics of the company's skilled workers, to start two companies and technology-based staff, technical staff incentive system is designed. In addition, the author also from Tianjin Rong Cinda Ltd. perspective on the company's internal technical staff incentive system how to build and put forward feasible suggestions for specific measures, including: the leadership of the company change management philosophy, to increase the strength of the material interests of the incentive, and extensive mental stimulation, and deepen the work incentives. Starting from the point of view of the technical staff include: establish the responsibility of the masters of the treasure given the opportunity to work, have a grateful heart return on the company. Hoped that this program is effective and long-term incentives.
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