石油工程企业创新型员工评价与激励研究
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摘要
人才作为企业最重要的战略资源,已成为经济和技术竞争的焦点。在中国加入WTO后,随着外资石油工程企业的进入和国内石油工程企业之间竞争的加剧,创新型员工的竞争也愈演愈激烈。石油工程企业人力资源管理的关键是留住创新型员工,而要留住创新型员工,主要取决于石油工程企业实行的激励机制。因此,为了吸引人才、留住人才,有必要设计一套适合石油工程企业的创新型员工激励机制。
本文以石油工程企业的创新型员工为研究对象,首先通过对国内外创新型员工相关理论的梳理,考察了激励的概念及过程,从经济学和管理学两个角度阐述了员工激励的基本理论机制,并分析了激励理论发展的趋势和方向。其次,对创新型员工的概念进行了界定,分析了创新型员工的特征,从基本素质、创新人格、创新意识、创新能力和创新实践等五个方面构建了石油工程企业创新型员工评价指标体系,并根据指标特性提出基于模糊综合评价的石油工程企业创新型员工评价方法,用实例证明了此方法的实用性。然后,借助弗洛伊德的人格结构理论,从本我、自我和超我三个层面对创新型员工的心理特点和行为动力进行了详细探讨,并经过实证调研提出了影响石油工程企业创新型员工需求的激励因素。在此基础上,结合石油工程企业的特点和行业环境,考虑激励的现状,综合运用各种激励理论,从企业文化激励、薪酬福利激励、工作激励、个人成长与发展激励和负激励等五个方面构建了石油工程企业创新型员工激励机制框架。同时,为了保证石油工程企业创新型员工激励机制的有效建立和作用的充分发挥,提出了相关的激励机制配套措施。
Talent, who is the company's most important strategic resource, has become the focus of economic and technological competition. After China's accession to WTO, a bitter competition develops between domestic and foreign petroleum engineering enterprises for innovative staff. It is important for the petroleum engineering enterprises human resource management to keep innovative staff, but it lies on the motivation mechanism to keep the innovative staff. Therefore, in order to attract and retain qualified personnel, it is necessary to design an motivation mechanism which suits to innovative staff of petroleum engineering enterprises.
This paper takes innovative staff of petroleum engineering enterprises as research subject. Firstly, it investigates the relevant theory of innovative staff, the concept and processes of motivation, and it also analysis the basic theory of motivation mechanism from economics and management. Secondly, based on the basic concept and characteristics of innovation staff, the paper establishes the selection and evaluation index system of innovative staff from five aspects, such as basic quality, personality of innovation, consciousness of innovation, capability of innovation and practice of innovation. According to index features, it proposes a mathematical selection and evaluation method of innovative staff to determine the composition of innovative staff in petroleum engineering enterprises. Thirdly, with the Structural Theory of Personality, it elaborates the psychological and behavior characteristics of innovation staff from the self, ego, and superego, and it proposes the demand-side factors of innovation staff. Finally, combined with the characteristics of petroleum engineering enterprises and the industry environment, this paper builds innovative staff motivation mechanism of petroleum engineering enterprise by using various motivation theories, such as culture motivation, pay and benefits motivation, work motivation, personal growth and development motivation, negative motivation. In order to ensure the motivation effect of innovation staff, it gives some relative measures.
本文以石油工程企业的创新型员工为研究对象,首先通过对国内外创新型员工相关理论的梳理,考察了激励的概念及过程,从经济学和管理学两个角度阐述了员工激励的基本理论机制,并分析了激励理论发展的趋势和方向。其次,对创新型员工的概念进行了界定,分析了创新型员工的特征,从基本素质、创新人格、创新意识、创新能力和创新实践等五个方面构建了石油工程企业创新型员工评价指标体系,并根据指标特性提出基于模糊综合评价的石油工程企业创新型员工评价方法,用实例证明了此方法的实用性。然后,借助弗洛伊德的人格结构理论,从本我、自我和超我三个层面对创新型员工的心理特点和行为动力进行了详细探讨,并经过实证调研提出了影响石油工程企业创新型员工需求的激励因素。在此基础上,结合石油工程企业的特点和行业环境,考虑激励的现状,综合运用各种激励理论,从企业文化激励、薪酬福利激励、工作激励、个人成长与发展激励和负激励等五个方面构建了石油工程企业创新型员工激励机制框架。同时,为了保证石油工程企业创新型员工激励机制的有效建立和作用的充分发挥,提出了相关的激励机制配套措施。
Talent, who is the company's most important strategic resource, has become the focus of economic and technological competition. After China's accession to WTO, a bitter competition develops between domestic and foreign petroleum engineering enterprises for innovative staff. It is important for the petroleum engineering enterprises human resource management to keep innovative staff, but it lies on the motivation mechanism to keep the innovative staff. Therefore, in order to attract and retain qualified personnel, it is necessary to design an motivation mechanism which suits to innovative staff of petroleum engineering enterprises.
This paper takes innovative staff of petroleum engineering enterprises as research subject. Firstly, it investigates the relevant theory of innovative staff, the concept and processes of motivation, and it also analysis the basic theory of motivation mechanism from economics and management. Secondly, based on the basic concept and characteristics of innovation staff, the paper establishes the selection and evaluation index system of innovative staff from five aspects, such as basic quality, personality of innovation, consciousness of innovation, capability of innovation and practice of innovation. According to index features, it proposes a mathematical selection and evaluation method of innovative staff to determine the composition of innovative staff in petroleum engineering enterprises. Thirdly, with the Structural Theory of Personality, it elaborates the psychological and behavior characteristics of innovation staff from the self, ego, and superego, and it proposes the demand-side factors of innovation staff. Finally, combined with the characteristics of petroleum engineering enterprises and the industry environment, this paper builds innovative staff motivation mechanism of petroleum engineering enterprise by using various motivation theories, such as culture motivation, pay and benefits motivation, work motivation, personal growth and development motivation, negative motivation. In order to ensure the motivation effect of innovation staff, it gives some relative measures.
引文
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[4]张蓓蓓.企业创新人才的开发与激励[D].北京:北京交通大学, 2007: 28~31.
[5]涂娟娟.我国高水平大学培养本科创新型人才研究[D].武汉:武汉理工大学, 2009: 21~25.
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[9]胡正友.创新型员工队伍建设目标与实现途径[J].北方经贸, 2007(9): 110~111.
[10]易迎.产学研合作教育培养高层次创新型人才的研究[D].长沙:湖南师范大学, 2009: 35~38.
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[12]万希.论创新型人才的选用[J].经济前沿, 2007(6): 62~64.
[13]唐殿强,孙玉萍.企业创新型人才的培养[J].中国发明与专利, 2009(5): 55~56.
[14]汪姁.人格教育与创造性人才培养[J].中国成人教育, 2008(8): 22~23.
[15] Maleolm Warner, Human Resourse and Management in China, Hi-teeh Revolution[J]. The Internation Journal of Human Resourse Management, 1999: 197~215.
[16]廖碧波.创新型人才评价体系的设计[J].当代教育论坛, 2006(9): 55~57.
[17]房国忠,王晓钧.基于人格特质的创新型人才素质模型分析[J].东北师大学报(哲学社会科学版), 2007(3): 107~109.
[18]王瑞.论健全创新型人才的考核制度[J].人力资源开发, 2007(4): 34~35.
[19]陈泽龙.试析创新型人才的素质结构[J].中州大学学报, 2008(1): 105~107.
[20]吕钦,鄢平.创新型人才评价指标体系研究[J].消费导刊, 2009(3): 23~24.
[21]江世英.创新型人才素质组成结构研究[J].襄樊职业技术学院学报, 2009(2): 33~35.
[22]余红华.如何激励创新型人才[J].中国人才, 2005(3): 23~24.
[23]陈劲.如何有效激励创新型人才[J] .中国人才, 2006(7): 59~59.
[24]祝青江.基于双因素论中激励因素的创新型人才培养研究[J].华商, 2008(20): 95~96.
[25]阮爱君.创新型人才激励机制与绩效关系研究[J].商场现代化, 2007(29): 296~298.
[26]丁月华.全面薪酬战略——企业创新型人才的激励机制[J].科技情报开发与经济, 2008(6): 175~177.
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[28]江洪.企业技术创新型人才的激励措施[J].当代经济, 2008(4): 28~29.
[29]张甲庆.从马斯洛需求层次理论看企业创新型员工激励[J].人才资源开发, 2009(7): 36~38.
[30]王富群,于军泉,乔大军.石油工程项目中的风险管理[J].项目管理技术, 2009(5): 70~72.
[31] Raffi Indjejikian, Dhananjay Nanda. Dynamic Incentives and Responsibility Accounting [J]. Journal of Accounting & Economics, 2001: 47~47.
[32] David E. M. SaPPington, Information Management in Incentive Problems[J]. The Journal of Politieal Economy, 1997(4): 32~41.
[33] Holmstrom, B. Managerial Incentive Problems: A Dynamic Perspective[J]. The Review of Ecomomic studies, 1999(l): 118~135.
[34] David Martimort. The Theory of Incentives[J]. Princeton University Press, 2002(9): 136~157.
[35] Leopold J. The Strategic Managing of Human Resources[J]. Prentice Hall Harlow, 2005: 131~142.
[36] E A Loeke. Toward a Theory of Task Motivation and Incentives[J]. Organizational Behavior and Human Performance, 1968 (3): 58~65.
[37] Kubol, Saka A. An Inquiry into the Motivations of Knowledge Workers in the Japanese Financial Industry [J]. Journal of Knowledge Management, 2002(6): 262~271.
[38] Woodruff Ce. Targeted Rewards Increase Employee Movation [J]. Optometry (St. Louis, Mo.), 2003(4): 325~326.
[39] Klaus Conrad and Jianmin Wang. On the Design of Incentive Mechanisms in Environmental Policy [J]. Environmental and Resource Economics, 1993(3): 245~262.
[40]杨勇进.浅析人才评价的基本原理[J].山西高等学校社会科学学报, 2009(4): 22~25.
[41]李光红,杨晨.高层次人才评价指标体系研究[J].科技进步与对策, 2007(4): 186~189.
[42]孙新波,于春海等.知识型企业知识员工的模糊综合评价[J].沈阳工业大学学报,2005(6): 76~79.
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