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论文编号：	6817
作者编号：	2120122784
上传时间：	2014/12/7 1:28:20
中文题目：	F制造企业(天津厂)一线新生代员工激励管理改进研究
英文题目：	The Motivation Improvement Research on the First-line New Generation Employees of F Manufacturing Enterprise (Tianjin Site)
指导老师：	李新建
中文关键字：	一线新生代员工；制造业；激励管理
英文关键字：	First-line New Generation Staff; Manufacturing Enterprise; Motivation Management
中文摘要：	伴随85、90后员工步入社会，新生代员工逐渐为企业增加了新鲜的血液。生产制造业的一线员工由于学历比其他岗位员工较低，因此更早地迎来新生代员工。由于成长环境的不同，新生代员工与老员工相比，有许多独特的特点。他们成长在物质相对丰富的社会环境中，拥有多元化的价值观，会根据自己的以往经历和性格特征去权衡利弊，更加注重利益和实际。他们个性张扬，自我意识较强，人际沟通存在一定障碍。他们勇于接受挑战，但是心理承受能力相对较差。他们有较强的创新意识，更加重视自身发展，注重公平。这些特点都是不同于老员工的，因此随着新生代员工进入到企业，人力资源管理也面临了新的研究课题。因此，作者根据薪酬激励的相关理论，再结合新生代员工的特点，用调查问卷的方式，探索当前人力资源激励政策的问题，并得出优化对策。 导言部分对问题的研究背景进行了简单的分析，给出了作者选择本论题的原因。对于激励政策在人力资源管理中发挥的重要作用进行了肯定。并阐述了研究方法和思路。 第二部分首先对制造业和新生代员工这两个相关概念的界定。对相关激励管理激励理论进行回顾，并从通过阅读相关的文章总结出新生代员工的成长环境、个性特征、心理特征和需求特征。 第三部分对F公司的发展背景进行了介绍，对F公司现阶段人员构成进行了分析，并描述了F公司的管理现状。 第四部分通过调查问卷的形式，对一线新生代员工的激励需求进行调查，找出现存的激励管理问题，并总结归纳出前几名的问题，并分析原因。 第五章是F公司一线新生代员工的激励管理优化对策。结合前几部分根据调查和分析问题的视角，借鉴相关理论，有针对性地提出解决对策。 第六章是结论，总结本文的研究成果并展望未来。
英文摘要：	With the 85s and 90s’ new generation employee enter the job market, it brings new blood for enterprises. Due to the First-line employees’ education background is lower than other position in the enterprise, the Fist-line employees are much younger compared with those employees in other positions. Since the grow-up background is different compared with elder employees, the employees of new generation have their own special characteristics. They grew up under a much richer material social condition, have diversified value attitudes. They will balance the advantages and disadvantages based on their previous experience, and pay more attention to actual benefit. They are self-assertive, and have strong self-awareness. They also have difficulty in communicating with others. They have the courage to meet the challenge, but relatively weaker in psychological enduring capacity. They have strong innovative sense and lay emphasis on their own development and fairness. All the characteristics listed above are different from the elder employees. In this case, with the new generation employees enter into the enterprise, the human resources management have new research topic. Thus, the author based on the related incentive theories, together with the unique characteristics of the new generation employees; explore the human resources incentive problem in the enterprise by questionnaire, and work out the optimized solutions. In the introduction part, the author analyzes the background for the incentive problems and states the reason for selecting this topic to research. The author affirms the important role the incentive policy played in the human resources field and states the research methods and thoughts. For the second part, the author presents the definition of those two concepts: manufacturing and First-line employee. Then review the related incentive theories and draw the conclusion from the related research literatures, finally get the grow-up background, personality characteristics and demand characteristics of those new generation employees. For the third part, the author introduces the F organization’s development background, analyzes the staff composition and describes the current situation of management. The fourth part is to investigate the incentive problems of the new generation employee by asking them to fill the questionnaire. By ranking the top problems the author finds the incentive problems of the new generation employee and analyzes the root cause. The fifth part is the optimization solution for the incentive problems in F organization. Combined with the previous parts and from the investigation and analyzing point of view, together with the related incentive theories, the author works out the optimized solutions for those problems. The last part is the conclusion part. The author draws the conclusion for the whole paper and looks forward to the future!
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