烟草商业企业员工激励机制中存在的问题及对策研究
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- 英文论文题名：Tobacco Business Employee Incentive mechanism Problems and Countermeasures
- 论文作者：李春旭
- 年：2016
- 作者机构：吉林市烟草专卖局(公司)审计办公室;
- 论文关键词：烟草商业企业 ; 激励机制 ; 员工
- 英文论文关键词：Tobacco commercial enterprises ; incentive mechanism ; staff
- 会议召开时间：2016-12-01
- 会议录名称：中国烟草学会2016年度优秀论文汇编——烟草经济与管理主题
- 语种：中文
- 分类号：F721;F272.92
- 学会代码：ZGYG
- 学会名称：中国烟草学会
- 页数：34
- 文件大小：731k
- 原文格式：D
摘要
烟草行业作为国家垄断性行业,对国民收入起着举足轻重的作用。然而伴随着知识经济时代的到来,经营环境愈发复杂多变,市场竞争越来越激烈,烟草商业企业面临的矛盾和问题也愈发严重,单一的激励机制严重制约和影响了企业的发展。因此,建立起一套科学合理激励机制,使人力资源的功能得到最大程度的发挥,激励员工为企业创造更大的价值和财富,提升企业的核心竞争力,已然成为烟草商业企业谋求生存与发展的必然选择。本文首先对现有激励理论进行了简单阐述,并在此基础上对烟草商业企业激励现状进行分析,指出烟草商业企业在员工任用机制、考核、薪酬、福利待遇、职业发展等方面存在的问题及原因,并针对其存在的突出问题,从员工激励机制的设计、健全、多元化等五个方面对烟草商业企业的员工激励机制进行了深入研究,试图为员工激励机制提出可行性对策,从而构建一套科学有效的激励机制。
The tobacco industry as a national monopoly industries, play a decisive role in national income. With the era of knowledge economy, however, the advent of increasingly complex business environment, market competition has become fiercer, the tobacco business enterprises are faced with the contradictions and problems become more serious, a single incentive mechanism severely constrained and influenced the development of enterprises. Therefore, It's an urgent need to establish a scientific and reasonable incentive mechanism, Which can play the greatest degree of the function of human resources, and motivate staff to create greater value for the enterprise, enhance the core competitiveness of the enterprises,this is becoming the tobacco business enterprises' s inevitable choice. This paper briefly introduces the existing motivation theory at first, and then analyzed the status of the tobacco business enterprise's incentive mechanism, Points out the problems of mechanism for staff appointments, assessment, salaries, benefits, career development and so on, research the staff incentive mechanism from five espects in terms of sound、diversified and so on, try to propose the feasibility measures in order to build a scientific and effective incentive mechanism for the enterprise.
The tobacco industry as a national monopoly industries, play a decisive role in national income. With the era of knowledge economy, however, the advent of increasingly complex business environment, market competition has become fiercer, the tobacco business enterprises are faced with the contradictions and problems become more serious, a single incentive mechanism severely constrained and influenced the development of enterprises. Therefore, It's an urgent need to establish a scientific and reasonable incentive mechanism, Which can play the greatest degree of the function of human resources, and motivate staff to create greater value for the enterprise, enhance the core competitiveness of the enterprises,this is becoming the tobacco business enterprises' s inevitable choice. This paper briefly introduces the existing motivation theory at first, and then analyzed the status of the tobacco business enterprise's incentive mechanism, Points out the problems of mechanism for staff appointments, assessment, salaries, benefits, career development and so on, research the staff incentive mechanism from five espects in terms of sound、diversified and so on, try to propose the feasibility measures in order to build a scientific and effective incentive mechanism for the enterprise.
引文
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[31]刘新钢.企业激励机制实证研究[D].硕士学位论文,吉林大学,2004.
[2]Bob Nelseon,1001Waysto Reward Employees[J].New York:Workman Publishing,1994.
[3]Ralston D,Yu K C,et al.Thescsmopolitan Chinesemanagers[M].Journalofinternationalm anagement,1996,2(2).
[4]Walker J W,Humanresourcestrategy[M].New York:Mc Graw-Hill,1992.
[5]Asalesman’s Achievements[M].Joe Culmann,China Chang’an Publishing House,Mar.2004.
[6]Management Challengesforthe21st Century[M].Peter F,Drucker,China Machine Press,Feb.2006.
[7]Lazear,Edward,Pay Equalityand Industrial Politics[J].Journalof Political Economy,1989.
[8]Lin J,Yand Tan G,Policy Burdens,Accountabilityand Soft Budget Constraint[J].American Ec onomic Review,1999:vol.891999.
[9]Murphy Kevin,Corporateperformanceandmanagerialremuneration:anempiricalanalysis[J].Journalof Accountingand Economics,2005.
[10]World Bank,The Chinese Economy:Fighting Inflation,Deepening Reforms[R].1996:vol.1,Rep ort No.15288-CHA.
[11]童毅华.西方管理激励理论述评[J].理论观察,2004(4).
[12]王礼鑫.经济学中的激励理论与人才开发[J].人才开发,2005(02).
[13]张冬梅.企业经营者人力资本及激励方式[M].北京:中国经济出版社,2007.
[14]傅永刚.如何激励员工[M].大连:大连理工大学出版社,2000.
[15]董克用,叶向峰.人力资源管理概论[M].北京:中国人民大学出版社,2003.
[16]蒋明新.人力资源开发与管理[M].第3版,成都:西南财经大学出版社,1999.
[17]堪新民,武志鸿.员工潜能激励[M].广州:广东经济出版社,2002.
[18]廖金泽.非常激励[M].上海:上海交通大学出版社,2006.
[19]吕军伟.完美执行之最佳激励[M].北京:中国时代经济出版社,2005.
[20]陈郁.所有权、控制权与激励[M].上海:上海人民出版社,1998.
[21]范黎波,李自杰.企业理论与公司治理[M].北京:对外经济贸易大学出版社,2001.
[22]汤理,陈蛇.国有企业资产经营委托代理的激励与约束机制研究[J].宁波大学学报,2007.
[23]赵永伟.代理激励和声誉扭曲[J].华南金融研究,1999.
[24]尹波.论企业委托代理激励机制与国企改革[J].东岳论丛,2001.
[25]郑文雄.企业委托一代理激励机制设计的探讨[J].广东化工,2005.
[26]潘华,钟献兵.国有企业:信息、代理、激励与监督[J].企业研究,2003.
[27]徐正兵.企业人本管理存在的问题及对策浅谈[D].硕士学位论文,东北财经大学,2007.
[28]刘玮.满足员工需求[M].北京中国经济出版社,2007.
[29]张有及.现代企业激励机制研究[D].硕士学位论文,东北林业大学,2003.
[30]魏丽坤.基于胜任能力的知识管理激励模式研究[D].硕士学位论文,兰州商学院,2007.
[31]刘新钢.企业激励机制实证研究[D].硕士学位论文,吉林大学,2004.