ZTE通信公司国内派驻知识型员工激励机制研究
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摘要
全球经济一体化对于中国经济产生了深远的影响,知识经济已然取代了传统经济的统治地位。智力作为一项资本成为了企业获取竞争优势的来源,也是企业竞相追逐与期待获得提高的一项宝贵资源。而知识型员工,是智力资本在企业中的重要载体,所以,如何有效的激励知识型员工,使之能够最大限度的为企业发展目标服务,成为了企业与学者探究的重要课题。知识型员工的激励已经研究了很多,但是本文考虑到了这样一个问题,“隔行如隔山”,将所有类型的知识型员工作为同一的样本来进行研究,应该是有一定弊端的,毕竟每一行业,每一类型的知识型员工都有着自身的特点,而激励往往正是应该根据员工的自身特点,对症下药。
所以本文选取了一类特定的知识型员工,即通信行业国内派驻员工作为研究对象。这类型员工工作性质相对特殊,除了具备知识型员工的一般特征之外,他们还有着自身的特点。相比通信行业广阔的发展空间以及高速增长的市场规模,通信企业的人力资源现状却不是那么的尽如人意。尤其是由于通信行业自身的特点：以ZTE通信公司为例,公司主要为中国联通、中国移动以及中国电信部分网点提供通信基站内主要通信设备的安装维护工作,由于通信基站覆盖面积广泛,且需要随时维护升级,这就要求ZTE通信公司负责国内项目的大部分产品工程师,作为高学历背景的知识型员工,长期承担国内异地项目的设备维护工作。该类型员工,没有固定的工作场所,孤身一人被派驻到其他地市或是其他客户公司,远离公司,感受不到身为公司一员所应享有的归属感等心理期待。所以,这类型知识型员工的激励是一个之得深入探讨和研究的问题。
鉴于通信行业的发展现状以及通信企业国内派驻知识型员工的工作性质,笔者拟从ZTE公司现行员工激励机制的分析入手,深入探讨适合于ZTE公司国内派驻知识型员工的激励方案,并提出相应的建议。
本文内容主要包含五个部分对通信业国内派驻知识型员工的激励进行了研究：
第一部分为绪论,主要提出了论文研究的主要问题,阐述了通信业国内派驻知识型员工激励的现状以及激励机制提升的必要性。同时提出了本文的研究框架以及论文的创新点。
第二部分为相关文献综述。这一部分主要对论文相关的理论在国内外的研究和发展情况做了梳理和介绍,为案例研究打下坚实的理论基础。
第三部分主要是案例介绍以及对ZTE公司知识型国内派驻员工现行激励机制满意度调查。主要介绍该公司概况以及国内派驻员工的构成及基本情况。然后对其现行激励机制进行调查。从问卷的设计检验,统计方法选择以及数据统计最终总结出ZTE公司对其知识型国内派驻员工的现行激励机制存在的问题。
第四部分是在对问题分析的基础上,对ZTE公司如何完善其知识型派驻员工的激励提出建议。在对ZTE通信公司国内派驻知识型员工进行了问卷调查总结出该类员工需求特点的基础上,并根据激励相容理论以及物质激励与精神激励相结合的原则,提出了对于ZTE通信公司国内派驻知识型员工激励机制改善的意见。
第五部分是对论文研究的总结,并提出了激励机制改善的有效性,并对论文的可行性进行了展望,对国内通信行业关于国内派驻知识型员工激励机制起到了一定的启示作用,同时指出了论文的局限性。
As the global economic integration of further deepening steps push, knowledge economy has replaced the traditional economic dominance. Intelligence as a capital became the enterprise to the sources of competitive advantage, also is to chase and looking forward to get the enterprise a precious resources increase And the knowledge staff is in the enterprise intelligence capital, the important carrier, therefore, how to effectively motivate employees to maximum for enterprise development services, become the target enterprise and explore the important subject of scholars.The knowledge staffs motivation has been studied a lot, but this paper considered such a problem, an interlacing as foster, will all types of knowledge staff as the same sample, should be the malpractice of certain, after all, every industry, each type of knowledge staff has its own features, but it's often incentive.
So in this paper, we select a specific knowledge staff, namely the communication industry in domestic staff as the research object. This type of employees in the nature of work, apart from being a relatively special knowledge staffs general characteristics, they still have the outside its own characteristics. The communications industry compared to the broad space for development and growth of the size of the market, the current situation of human resource communication enterprises is not so satisfactory. Especially because of the inherent characteristics of communication industry:ZTE communications company as an example, the company mainly for China unicom and China mobile and China telecom network for communications in the base of main communication equipment installation maintenance work, because communication stations, and need extensive coverage area at any time, it is required to maintain upgrade ZTE communications company responsible for most of the product engineer domestic programs, as a highly educated background knowledge staff, but for different project of long-term domestic equipment maintenance work. This type of employees, no fixed work, the only place in other cities or other client company, away from the company, not feeling as a member of the company should enjoy belonging psychology expects. So, this type of the knowledge-type employees incentive is a deep discussion and research to the problem.
In view of the current situation of the development of the telecommunications industry and telecommunication enterprise in China of the knowledge-type employees the nature of the work, the author intends to current employees from ZTE company the incentive system analysis, the paper probes into suitable for ZTE company in domestic knowledge staffs incentive schemes, and puts forward relevant Suggestions.
This paper mainly contains five parts for domestic telecommunication industry in the knowledge staffs incentive:
The first part is the introduction, mainly puts forward the main research problems, expounded the domestic telecommunication industry in the knowledge staff incentive now and incentive mechanism of the necessity of ascension. This paper also puts forward the research framework and the paper innovations.
The second part is the related literature review. This part of main paper related theory in the domestic and foreign research and development was introduced, carding and for case study to lay a solid theoretical basis.
The third part is mainly introduced to company ZTE and case knowledge in the domestic staff incentive mechanism satisfaction survey. Mainly introduces the domestic company profiles, and in the composition of the basic situation and employees, and then to the current incentive mechanism in the investigation. From the design of the questionnaire, statistics methods selection and test data statistics and sum up the domestic company ZTE knowledge in the current employees the problems of incentive mechanisms.
The fourth part is on the basis of analysis of the problem of how to improve the company ZTE knowledge-based employees incentive in put forward the proposal. ZTE communications company in the domestic stationed the knowledge staff a questionnaire survey of workers demand summarized based on the characteristics of the incentive compatibility, and according to the theory and the principle of combining the external incentives, and put forward the ZTE communications company for domestic stationed the knowledge staff incentive mechanism to improve opinion.
The fifth part of this paper is a summary of the research, and puts forward the effectiveness of policies to improve incentive mechanism, and the paper's feasibility was discussed. Of course there are still the paper certain limitations, after all the research object of paper relatively applicability, it would not be very extensive.
所以本文选取了一类特定的知识型员工,即通信行业国内派驻员工作为研究对象。这类型员工工作性质相对特殊,除了具备知识型员工的一般特征之外,他们还有着自身的特点。相比通信行业广阔的发展空间以及高速增长的市场规模,通信企业的人力资源现状却不是那么的尽如人意。尤其是由于通信行业自身的特点：以ZTE通信公司为例,公司主要为中国联通、中国移动以及中国电信部分网点提供通信基站内主要通信设备的安装维护工作,由于通信基站覆盖面积广泛,且需要随时维护升级,这就要求ZTE通信公司负责国内项目的大部分产品工程师,作为高学历背景的知识型员工,长期承担国内异地项目的设备维护工作。该类型员工,没有固定的工作场所,孤身一人被派驻到其他地市或是其他客户公司,远离公司,感受不到身为公司一员所应享有的归属感等心理期待。所以,这类型知识型员工的激励是一个之得深入探讨和研究的问题。
鉴于通信行业的发展现状以及通信企业国内派驻知识型员工的工作性质,笔者拟从ZTE公司现行员工激励机制的分析入手,深入探讨适合于ZTE公司国内派驻知识型员工的激励方案,并提出相应的建议。
本文内容主要包含五个部分对通信业国内派驻知识型员工的激励进行了研究：
第一部分为绪论,主要提出了论文研究的主要问题,阐述了通信业国内派驻知识型员工激励的现状以及激励机制提升的必要性。同时提出了本文的研究框架以及论文的创新点。
第二部分为相关文献综述。这一部分主要对论文相关的理论在国内外的研究和发展情况做了梳理和介绍,为案例研究打下坚实的理论基础。
第三部分主要是案例介绍以及对ZTE公司知识型国内派驻员工现行激励机制满意度调查。主要介绍该公司概况以及国内派驻员工的构成及基本情况。然后对其现行激励机制进行调查。从问卷的设计检验,统计方法选择以及数据统计最终总结出ZTE公司对其知识型国内派驻员工的现行激励机制存在的问题。
第四部分是在对问题分析的基础上,对ZTE公司如何完善其知识型派驻员工的激励提出建议。在对ZTE通信公司国内派驻知识型员工进行了问卷调查总结出该类员工需求特点的基础上,并根据激励相容理论以及物质激励与精神激励相结合的原则,提出了对于ZTE通信公司国内派驻知识型员工激励机制改善的意见。
第五部分是对论文研究的总结,并提出了激励机制改善的有效性,并对论文的可行性进行了展望,对国内通信行业关于国内派驻知识型员工激励机制起到了一定的启示作用,同时指出了论文的局限性。
As the global economic integration of further deepening steps push, knowledge economy has replaced the traditional economic dominance. Intelligence as a capital became the enterprise to the sources of competitive advantage, also is to chase and looking forward to get the enterprise a precious resources increase And the knowledge staff is in the enterprise intelligence capital, the important carrier, therefore, how to effectively motivate employees to maximum for enterprise development services, become the target enterprise and explore the important subject of scholars.The knowledge staffs motivation has been studied a lot, but this paper considered such a problem, an interlacing as foster, will all types of knowledge staff as the same sample, should be the malpractice of certain, after all, every industry, each type of knowledge staff has its own features, but it's often incentive.
So in this paper, we select a specific knowledge staff, namely the communication industry in domestic staff as the research object. This type of employees in the nature of work, apart from being a relatively special knowledge staffs general characteristics, they still have the outside its own characteristics. The communications industry compared to the broad space for development and growth of the size of the market, the current situation of human resource communication enterprises is not so satisfactory. Especially because of the inherent characteristics of communication industry:ZTE communications company as an example, the company mainly for China unicom and China mobile and China telecom network for communications in the base of main communication equipment installation maintenance work, because communication stations, and need extensive coverage area at any time, it is required to maintain upgrade ZTE communications company responsible for most of the product engineer domestic programs, as a highly educated background knowledge staff, but for different project of long-term domestic equipment maintenance work. This type of employees, no fixed work, the only place in other cities or other client company, away from the company, not feeling as a member of the company should enjoy belonging psychology expects. So, this type of the knowledge-type employees incentive is a deep discussion and research to the problem.
In view of the current situation of the development of the telecommunications industry and telecommunication enterprise in China of the knowledge-type employees the nature of the work, the author intends to current employees from ZTE company the incentive system analysis, the paper probes into suitable for ZTE company in domestic knowledge staffs incentive schemes, and puts forward relevant Suggestions.
This paper mainly contains five parts for domestic telecommunication industry in the knowledge staffs incentive:
The first part is the introduction, mainly puts forward the main research problems, expounded the domestic telecommunication industry in the knowledge staff incentive now and incentive mechanism of the necessity of ascension. This paper also puts forward the research framework and the paper innovations.
The second part is the related literature review. This part of main paper related theory in the domestic and foreign research and development was introduced, carding and for case study to lay a solid theoretical basis.
The third part is mainly introduced to company ZTE and case knowledge in the domestic staff incentive mechanism satisfaction survey. Mainly introduces the domestic company profiles, and in the composition of the basic situation and employees, and then to the current incentive mechanism in the investigation. From the design of the questionnaire, statistics methods selection and test data statistics and sum up the domestic company ZTE knowledge in the current employees the problems of incentive mechanisms.
The fourth part is on the basis of analysis of the problem of how to improve the company ZTE knowledge-based employees incentive in put forward the proposal. ZTE communications company in the domestic stationed the knowledge staff a questionnaire survey of workers demand summarized based on the characteristics of the incentive compatibility, and according to the theory and the principle of combining the external incentives, and put forward the ZTE communications company for domestic stationed the knowledge staff incentive mechanism to improve opinion.
The fifth part of this paper is a summary of the research, and puts forward the effectiveness of policies to improve incentive mechanism, and the paper's feasibility was discussed. Of course there are still the paper certain limitations, after all the research object of paper relatively applicability, it would not be very extensive.
引文
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