铁路企业激励机制存在的问题及对策研究
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摘要
为适应现代化经济体系和全球化商业环境,面对形势严峻的竞争与挑战,中国铁路必须迅速改革和发展。铁路企业从现状来看,一方面有庞杂的企业规模和丰厚的文化积淀,另一方面又因长期的半军事化封闭管理方式形成许多陈旧的难以摈弃的传统观念和管理模式,已明显制约了各项改革的进程。
目前世界竞争的焦点,己从物质资本竞争转向人力资源及其潜能充分发挥的竞争。人是企业中最活跃、最重要的因素,有效的人力资源管理将成为企业组织获得竞争优势的关键。激励机制是人力资源管理的核心问题之一,激励也是企业管理永恒的主题,当务之急是建立科学有效的激励机制。
基于此目的,笔者深度挖掘铁路企业现行激励机制的弊端和形成原因,寻求切实可行的解决对策。本文从三个部分进行深入探讨,始于对激励的涵义和相关理论的理解,着眼于分析铁路企业激励机制不足之处,从体制因素(现行制度的弊端)方面入手重点研究造成现状的原因和寻求解决对策。铁路企业要从以效益为导向过渡到以人力资源为导向,从现有的人事劳资管理过渡到现代企业的人力资源管理与开发,必须建立科学、合理、完善的人力资源管理体系,真正盘活人力资源,实现优势最大化。
In order to adapt to the modernized economic system and the globalization business environment, the Chinese railway system must be reformed and develop rapidly to face the severe competition and challenge. According to current situation, there are a numerous scope of the enterprise and abundant culture accumulation in railway enterprises, but on the other hand, the long-term half militarization and isolated management style formed lots of traditional idea and management mode, which have obviously restricted the process of every reform.The key competition of the world has already been changed from the capital competition to the human resources competition. Human is the most active and the most important factor in the enterprise, and effective human resources management will be the key for enterprise to get the advantage of competition. The incentive mechanism is one of the key questions of human resources management; it is also an eternal theme of enterprise administration. The top priority task is to set up an effective and scientific incentive mechanism.Because of this purpose, the writer analyzed the reason of the current drawback of the incentive mechanism in railway enterprises, and tried to seek a feasible countermeasure. This article carries on the deep discussion from four parts. Beginning with the meaning of the encouragement and relevant theories, the writer analyzed the weak point of the incentive mechanism in railway enterprises. The writer analyzed the forming reason of the current situation from the drawback of current mechanism in order to seek the countermeasure to solve the problem. Railway enterprises should change the leading policy from the base of economic benefit to the transition from the existing labor management system to modern enterprises human resources personnel management and complete human resources management system, to really vitalize the human resources, to realize the maximum advantage.
目前世界竞争的焦点,己从物质资本竞争转向人力资源及其潜能充分发挥的竞争。人是企业中最活跃、最重要的因素,有效的人力资源管理将成为企业组织获得竞争优势的关键。激励机制是人力资源管理的核心问题之一,激励也是企业管理永恒的主题,当务之急是建立科学有效的激励机制。
基于此目的,笔者深度挖掘铁路企业现行激励机制的弊端和形成原因,寻求切实可行的解决对策。本文从三个部分进行深入探讨,始于对激励的涵义和相关理论的理解,着眼于分析铁路企业激励机制不足之处,从体制因素(现行制度的弊端)方面入手重点研究造成现状的原因和寻求解决对策。铁路企业要从以效益为导向过渡到以人力资源为导向,从现有的人事劳资管理过渡到现代企业的人力资源管理与开发,必须建立科学、合理、完善的人力资源管理体系,真正盘活人力资源,实现优势最大化。
In order to adapt to the modernized economic system and the globalization business environment, the Chinese railway system must be reformed and develop rapidly to face the severe competition and challenge. According to current situation, there are a numerous scope of the enterprise and abundant culture accumulation in railway enterprises, but on the other hand, the long-term half militarization and isolated management style formed lots of traditional idea and management mode, which have obviously restricted the process of every reform.The key competition of the world has already been changed from the capital competition to the human resources competition. Human is the most active and the most important factor in the enterprise, and effective human resources management will be the key for enterprise to get the advantage of competition. The incentive mechanism is one of the key questions of human resources management; it is also an eternal theme of enterprise administration. The top priority task is to set up an effective and scientific incentive mechanism.Because of this purpose, the writer analyzed the reason of the current drawback of the incentive mechanism in railway enterprises, and tried to seek a feasible countermeasure. This article carries on the deep discussion from four parts. Beginning with the meaning of the encouragement and relevant theories, the writer analyzed the weak point of the incentive mechanism in railway enterprises. The writer analyzed the forming reason of the current situation from the drawback of current mechanism in order to seek the countermeasure to solve the problem. Railway enterprises should change the leading policy from the base of economic benefit to the transition from the existing labor management system to modern enterprises human resources personnel management and complete human resources management system, to really vitalize the human resources, to realize the maximum advantage.
引文
1、《铁道劳动》期刊 《铁道劳动》杂志社2003年
2、《管理学》(第十版) 哈罗德.孔茨/海因茨.韦里克 经济科学出版社
3、《人力资源管理》(第六版)加里.德斯勒 中国人民大学出版社1999年
4、《人力资源管理》张德主编 清华大学出版社2001年
5、《薪酬管理实务手册》刘军胜 机械工业出版社2001年
6、《绩效管理实务手册》武欣 机械工业出版社2001年
7、《怎样设计员工技校考核指标》甄源泰《中外管理》NO4.2004年
8、《企业人力资源管理人员》劳动和社会保障部、中国就业培训技术指导中心组织编写 中国劳动社会保障出版社2004年
9、《薪酬设计六步法》冉斌 中国经济出版社2004年
10、《员工们都在想什么?》 田耘 《中外管理》NO6.2004年
2、《管理学》(第十版) 哈罗德.孔茨/海因茨.韦里克 经济科学出版社
3、《人力资源管理》(第六版)加里.德斯勒 中国人民大学出版社1999年
4、《人力资源管理》张德主编 清华大学出版社2001年
5、《薪酬管理实务手册》刘军胜 机械工业出版社2001年
6、《绩效管理实务手册》武欣 机械工业出版社2001年
7、《怎样设计员工技校考核指标》甄源泰《中外管理》NO4.2004年
8、《企业人力资源管理人员》劳动和社会保障部、中国就业培训技术指导中心组织编写 中国劳动社会保障出版社2004年
9、《薪酬设计六步法》冉斌 中国经济出版社2004年
10、《员工们都在想什么?》 田耘 《中外管理》NO6.2004年