NDI集团青年员工激励策略研究
摘要
随着经济全球化,国家与国家之间的交流越来越广泛,这使得交流工具语言变得越来越重要,英语成为重要的交流工具之一。从当前情况来看,中国无论哪一个年龄阶段,都存在英语培训的需求,总的来说,我国英语培训市场的需求规模是相当大。
随着市场经济的发展,英语培训行业的竞争越来越激烈。企业要想在竞争中利于不败之地,就要形成自身的竞争优势。语言培训行业是典型的服务业,员工是价值的创造者和传递者,因此,企业之间的竞争就是人才的竞争。
NDI集团,成立于2004年,拥有一大批高学历、高技能的优秀员工,是一家以投资英语教育产业为主导的大型企业集团。NDI教育集团多年来致力于英语教学的有效性与实用性研究,目前可提供的服务包括：线下成人高端英语培训、在线成人高端英语培训、智能英语学习社区以及儿童教育。集团旗下的所有机构均完全直营,统一的品牌、统一的市场运作、统一的价格以及统一的管理。
NDI集团最近3年的发展战略是完成上市并在二线城市进行市场扩张,即在未来的两年实行扩张战略。很明显,集团对人才的需求不断加大。如何留住现有人才吸引更多的人才,集团的激励制度十分关键。青年员工是NDI集团的主体,占集团总人数的90%,因此,针对青年员工建立一套科学有效适用的激励机制直接关系到企业在未来的生存和发展。本文以NDI集团为研究对象,通过对集团目前对于青年员工的激励机制上存的问题的调查与分析,为企业的青年员工管理建立一套激励体系,提高员工的满意度,加强员工工作稳定性,提高企业服务的质量,实现企业的可持续发展。
本文以研究青年一代的共同性和特性,结合国外激励理论研究,通过员工访谈以及问卷调查研究分析NDI集团青年员工激励的优劣势。并最终提供相应的激励策略。
本文共分四个部分：第一部分是绪论,介绍本文研究的背景和意义、研究的主要内容、研究思路与研究方法等相关内容。第二部分：重点介绍了激励理论与方法。员工激励的概述、激励的主要方法以及青年员工的特征。第三部分：重点介绍了NDI集团案例分析。介绍了案例背景,青年员工激励现状、通过问卷调查方式进行数据统计分析,分析出NDI青年员工激励的主要问题以及问题形成的深层原因。第四章重点对NDI集团青年员工激励策略进行设计。
本文的特色及创新之处在于,具备时代特征,目前青年员工是各大企业的重点培养对象,而且目前占据人力市场的绝大部分。而英语培训行业也是朝阳行业。研究专业英语培训行业中的青年员工的管理,也是一种突破,对国内青春行业管理具有一定的借鉴意义。同时NDI集团正处于快速发展的进程中,对人才的管理和激励的研究本身也是很有意义的事。
With the development of economic globalization, the exchanges between nation and nation is more and more widely, which makes the communication tools become more and more important. English has become one of the most important communication tools. Now, all age group have the requirement of English training. So the demand of English training in China is very big.
With the development of economy, the competition of English training industry is increasingly. If enterprises want to make an invincible position in the competition, they need to form their own competitive advantage. Language training industry is a typical service industry, the staff is the creator of value and transmission, therefore, the competition between enterprises is the talent competition.
NDI group, as the leading large-scale enterprise groups in English education industry, founded in2004, has a large number of highly educated employees. The development strategy of NDI group for the next3years is a market expansion strategy in the second city, that is to carry out the expansion strategy in the next two years. Obviously, the group continued to increase the demand for talents. How to keep the existing talent and attract more talents, group incentive system is the key method. There are more than90%young employees in NDI group; therefore, a scientific and effective incentive mechanism of young employees is very important, it directly related to the survival and development of enterprises in the future. This paper take the NDI group as the research object, through the group for incentive mechanism of young employees on the existing problems in the investigation and analysis, to establish a set of incentive system for the management of young employees, improve employee satisfaction, strengthen job stability, improve service quality, realize the sustainable development of enterprises.
Based on the common and characteristics of the young generation, combined with foreign incentive theory research, through the questionnaire survey analysis on advantages and disadvantages of the NDI group of young employee motivation. And ultimately provide the appropriate incentive policies.
This paper is divided into sections:the first part is the introduction, introduces the research purpose and significance, research background, research methods and other related content. The second part:mainly introduces the basic theory, including the definition of concept of youth, youth and the young employees. Motivation theory related research at home and abroad, encouraging the young staff management. The third part:focuses on the analysis of the current situation of incentive NDI group of young employees. Analysis of the NDI group of talent supply and demand, introduced several aspects of the pay system, welfare system and promotion system. Through the questionnaire survey, statistical data analysis, understanding the NDI young employee incentive problem. The fourth chapter focuses on the young employees of NDI group incentive policy recommendations for improvement.
Features and innovations of this paper is that, with the characteristics of the times, the young employees is the focus of the training objects, and currently occupy most of the human market. English training industry is a sunrise industry. The industry of professional English training of young staff management, also is one kind of breakthrough, has a certain reference to the domestic IT industry management. At the same time, NDI group is in the process of rapid development, research on personnel management and incentive itself is a meaningful thing.
随着市场经济的发展,英语培训行业的竞争越来越激烈。企业要想在竞争中利于不败之地,就要形成自身的竞争优势。语言培训行业是典型的服务业,员工是价值的创造者和传递者,因此,企业之间的竞争就是人才的竞争。
NDI集团,成立于2004年,拥有一大批高学历、高技能的优秀员工,是一家以投资英语教育产业为主导的大型企业集团。NDI教育集团多年来致力于英语教学的有效性与实用性研究,目前可提供的服务包括：线下成人高端英语培训、在线成人高端英语培训、智能英语学习社区以及儿童教育。集团旗下的所有机构均完全直营,统一的品牌、统一的市场运作、统一的价格以及统一的管理。
NDI集团最近3年的发展战略是完成上市并在二线城市进行市场扩张,即在未来的两年实行扩张战略。很明显,集团对人才的需求不断加大。如何留住现有人才吸引更多的人才,集团的激励制度十分关键。青年员工是NDI集团的主体,占集团总人数的90%,因此,针对青年员工建立一套科学有效适用的激励机制直接关系到企业在未来的生存和发展。本文以NDI集团为研究对象,通过对集团目前对于青年员工的激励机制上存的问题的调查与分析,为企业的青年员工管理建立一套激励体系,提高员工的满意度,加强员工工作稳定性,提高企业服务的质量,实现企业的可持续发展。
本文以研究青年一代的共同性和特性,结合国外激励理论研究,通过员工访谈以及问卷调查研究分析NDI集团青年员工激励的优劣势。并最终提供相应的激励策略。
本文共分四个部分：第一部分是绪论,介绍本文研究的背景和意义、研究的主要内容、研究思路与研究方法等相关内容。第二部分：重点介绍了激励理论与方法。员工激励的概述、激励的主要方法以及青年员工的特征。第三部分：重点介绍了NDI集团案例分析。介绍了案例背景,青年员工激励现状、通过问卷调查方式进行数据统计分析,分析出NDI青年员工激励的主要问题以及问题形成的深层原因。第四章重点对NDI集团青年员工激励策略进行设计。
本文的特色及创新之处在于,具备时代特征,目前青年员工是各大企业的重点培养对象,而且目前占据人力市场的绝大部分。而英语培训行业也是朝阳行业。研究专业英语培训行业中的青年员工的管理,也是一种突破,对国内青春行业管理具有一定的借鉴意义。同时NDI集团正处于快速发展的进程中,对人才的管理和激励的研究本身也是很有意义的事。
With the development of economic globalization, the exchanges between nation and nation is more and more widely, which makes the communication tools become more and more important. English has become one of the most important communication tools. Now, all age group have the requirement of English training. So the demand of English training in China is very big.
With the development of economy, the competition of English training industry is increasingly. If enterprises want to make an invincible position in the competition, they need to form their own competitive advantage. Language training industry is a typical service industry, the staff is the creator of value and transmission, therefore, the competition between enterprises is the talent competition.
NDI group, as the leading large-scale enterprise groups in English education industry, founded in2004, has a large number of highly educated employees. The development strategy of NDI group for the next3years is a market expansion strategy in the second city, that is to carry out the expansion strategy in the next two years. Obviously, the group continued to increase the demand for talents. How to keep the existing talent and attract more talents, group incentive system is the key method. There are more than90%young employees in NDI group; therefore, a scientific and effective incentive mechanism of young employees is very important, it directly related to the survival and development of enterprises in the future. This paper take the NDI group as the research object, through the group for incentive mechanism of young employees on the existing problems in the investigation and analysis, to establish a set of incentive system for the management of young employees, improve employee satisfaction, strengthen job stability, improve service quality, realize the sustainable development of enterprises.
Based on the common and characteristics of the young generation, combined with foreign incentive theory research, through the questionnaire survey analysis on advantages and disadvantages of the NDI group of young employee motivation. And ultimately provide the appropriate incentive policies.
This paper is divided into sections:the first part is the introduction, introduces the research purpose and significance, research background, research methods and other related content. The second part:mainly introduces the basic theory, including the definition of concept of youth, youth and the young employees. Motivation theory related research at home and abroad, encouraging the young staff management. The third part:focuses on the analysis of the current situation of incentive NDI group of young employees. Analysis of the NDI group of talent supply and demand, introduced several aspects of the pay system, welfare system and promotion system. Through the questionnaire survey, statistical data analysis, understanding the NDI young employee incentive problem. The fourth chapter focuses on the young employees of NDI group incentive policy recommendations for improvement.
Features and innovations of this paper is that, with the characteristics of the times, the young employees is the focus of the training objects, and currently occupy most of the human market. English training industry is a sunrise industry. The industry of professional English training of young staff management, also is one kind of breakthrough, has a certain reference to the domestic IT industry management. At the same time, NDI group is in the process of rapid development, research on personnel management and incentive itself is a meaningful thing.
引文
[01]贾伟光.探讨英语培训市场的现状及发展趋势.《品牌(理论月刊)》,2011：21-23.
[02]周三多.管理学[M].北京：高等教育出版社,2007：15-18
[03]斯蒂芬..p.罗宾斯.管理学(第7版)[M].北京：中国人民大学出版社,2003：66-78.
[04]杨骏.80后知识型员工个性特征与激励因素偏好特点研究[D].浙江,浙江大学硕士论文,2008.
[05]郑希宝.“80后”消费行为、消费心理研究综述[J].科技广场,2007：29-31.
[06]董施秀.钢铁集团青年员工激励方案设计[D].山东,山东大学硕士论文,2012.
[07]张雨心.佳音英语培训中心员工激励方案设计[D].湖南,湖南大学硕士论文,2008.
[08]Robert Nirwin/McGraw-HillLussier. Human relations in organization [J].American:2003.
[09]Arkhur A. Thompson. Dr, A.J.Strickland Ⅲ. Strategic Management Concepts and Cases.机械工业出版社,2002.01
[10]James S. O'Rourke, W.Human Resource Management A Managemenrial Tool for Competitive Advantage.机械工业出版社,2003.02
[11]Kovach K.A.Employee motivation:Addressing a crucial factor in your organization's performance.1995
[12]黄学文,聂自.谈柔性激励文化的构建[J].经济师,2003：8.23-26.
[13]白芙蓉,张金锁,张茹亚.员工满意度与顾客满意度[J].企业研究,2002,55-56.
[14]刘承元.留住人才与培养人才[J].企业管理,2008：5.45-48.
[15]贺志刚.80后：管理还是激励[J].IT经理世界,2006：13-17.
[16]王劲听.企业人力资源管理中的激励问题[J].新东方,2007：29-31.
[17]柳丽华.企业知识型员工绩效管理研究[D].山东,山东大学硕士论文,2006.
[18]陈井安,景光仪.知识型员工激励因素的实证研究[[J].科学学与科学技术管理,2005(8)：101-105.
[19]奚华.企业公司金牌员工培训手册[M].中国商业出版社,2007,11
[20]王登峰,崔红.中国人人格量表(QZPS)的编制过程与初步分析[J].心理学报,2003(1)：127-136.
[21]郑超,黄牧立.国有企业知识型员工激励机制的现状调查及其改进策略[J].华东经济管理,2001(3)：30-33.
[22]菲尔德.D.L.著,阳志平等译.工作评价：组织诊断与研究实用量表[M],北京：轻工业出版社.2004：34-38.
[23]张俭.完善绩效管理的建议[J].金山企业管理探索与实践.2007(3)：15-16.
[24]杨敏.人力资源缎效评价新方法[J].企业研究,2007,(11)：68-69.
[25]加里.德斯勒著,刘听等译.人力资源管理(第6版)[M],北京：中国人民大学出版社,1999：178-180.
[26]陈渝,魄玉梁.浅议企业文化对知识员工的有效激励[J].技术与市场.2007(8)：28-31.
[02]周三多.管理学[M].北京：高等教育出版社,2007：15-18
[03]斯蒂芬..p.罗宾斯.管理学(第7版)[M].北京：中国人民大学出版社,2003：66-78.
[04]杨骏.80后知识型员工个性特征与激励因素偏好特点研究[D].浙江,浙江大学硕士论文,2008.
[05]郑希宝.“80后”消费行为、消费心理研究综述[J].科技广场,2007：29-31.
[06]董施秀.钢铁集团青年员工激励方案设计[D].山东,山东大学硕士论文,2012.
[07]张雨心.佳音英语培训中心员工激励方案设计[D].湖南,湖南大学硕士论文,2008.
[08]Robert Nirwin/McGraw-HillLussier. Human relations in organization [J].American:2003.
[09]Arkhur A. Thompson. Dr, A.J.Strickland Ⅲ. Strategic Management Concepts and Cases.机械工业出版社,2002.01
[10]James S. O'Rourke, W.Human Resource Management A Managemenrial Tool for Competitive Advantage.机械工业出版社,2003.02
[11]Kovach K.A.Employee motivation:Addressing a crucial factor in your organization's performance.1995
[12]黄学文,聂自.谈柔性激励文化的构建[J].经济师,2003：8.23-26.
[13]白芙蓉,张金锁,张茹亚.员工满意度与顾客满意度[J].企业研究,2002,55-56.
[14]刘承元.留住人才与培养人才[J].企业管理,2008：5.45-48.
[15]贺志刚.80后：管理还是激励[J].IT经理世界,2006：13-17.
[16]王劲听.企业人力资源管理中的激励问题[J].新东方,2007：29-31.
[17]柳丽华.企业知识型员工绩效管理研究[D].山东,山东大学硕士论文,2006.
[18]陈井安,景光仪.知识型员工激励因素的实证研究[[J].科学学与科学技术管理,2005(8)：101-105.
[19]奚华.企业公司金牌员工培训手册[M].中国商业出版社,2007,11
[20]王登峰,崔红.中国人人格量表(QZPS)的编制过程与初步分析[J].心理学报,2003(1)：127-136.
[21]郑超,黄牧立.国有企业知识型员工激励机制的现状调查及其改进策略[J].华东经济管理,2001(3)：30-33.
[22]菲尔德.D.L.著,阳志平等译.工作评价：组织诊断与研究实用量表[M],北京：轻工业出版社.2004：34-38.
[23]张俭.完善绩效管理的建议[J].金山企业管理探索与实践.2007(3)：15-16.
[24]杨敏.人力资源缎效评价新方法[J].企业研究,2007,(11)：68-69.
[25]加里.德斯勒著,刘听等译.人力资源管理(第6版)[M],北京：中国人民大学出版社,1999：178-180.
[26]陈渝,魄玉梁.浅议企业文化对知识员工的有效激励[J].技术与市场.2007(8)：28-31.