ZD集团有效激励机制的构建研究
|
摘要
本文首先是理论部分,对激励的含义进行了解释,然后综合阐述了几种常见的激励理论。(包括需要层次理论、ERG理论、双因素理论、期望理论、公平理论等),并对这些理论加以分析和评论;接着界定了激励机制的内涵及内容体系等,并通过对激励机制理论的阐述和分析,得出对我国民
营企业建立激励机制的启示。接着论文通过对zd集团的人力资源及激励机制现状的介绍,总结出存在的问题,并且运用激励的诸多理论对这些问题进行了剖析,对影响企业发展的员工激励问题作了深入浅出的阐述。
论文还依据激励和激励理论对ZD集团的激励机制进行了重构。本文运用了定性、定量和实证分析的方法,并在此基础上提出了有针对性的激励机制思路、方法和具体措施。具体为:建立科学系统的激励机制;全方位地实现薪酬体系的公平性;建立完善的绩效考核体系;多种非薪酬激励措施作为激励的重要补充等。更重要之处在于本文提出了科学有效的激励机制的构建研究是一项系统的工程,它不是几个激励措施的简单叠加,是各个激励政策相互影响,相互良性作用的结果。因此必须抓住激励的两个焦点问题,将绩效与薪酬对接进行高杠杆聚焦整合,同时结合企业的实际情况,制定和实施一系列配套的政策,才能实现激励机制的有效性。
在文章的最后,结合全文研究和对该课题的把握,提出论文研究的结论及对其他民营企业的启示。
In this knowledge economy time, competition between enterprises has not only rested on the competition in such aspects as products and technology, but manifested,more directly, in the competition between the employees. It is the quantity and competitiveness of the competent staff that dominates the development of an enterprise. It has been widely recognized that, in the final analysis, the enterprise competition in the 21st Century comes down to the competition in human resource. Successful enterprise managers have all realized from their practice that the only way for developing is to hold all staff together, to motivate them to work fervidly, to develop their internal potentiality, to combine their own wisdom, capability and requirement with the objective of the enterprise development closely so as to work hard, to create and to innovate. For this reason, successful enterprises have all attached great importance to the motivation of their staff’s enthusiasm and creativity, and have expended more time and energy in motivating the staff’s potentiality and also have regarded the motivation as a magic weapon for keeping the enterprise to develop without ceasing.
In this article, certain issues of staff motivation are going to be studied base on a case in which the circumstance of human resource management is typical among private enterprises.
Part one is a part for theory introduction and analysis. After explaining the signification of motivation, several familiar motivation theories (such as hierarchy of need theory, ERG theory, two factor theory, the expectancy theory and equity theory, etc.) are expounded and, at the same time, relevant analysis and comments are given on these theories. Finally, enlightenment about the construction of motivation mechanism in the private enterprise of China is provided based on restricting the intention of motivation mechanism and its system, and also on the expounding and analyzing of the motivation mechanism theory.
In Part two, based on the introduction to the existing human resource management and motivation mechanism in ZD group, certain problems is put forward. Then, utilizing relevant theory of motivation, analysis on these problems is given. Certain profound concepts concerning staff motivation that greatly affects the development of enterprise have been expounded in a simple way.
In Part three, the existing motivation mechanism in ZD Group is reconstructed in accordance with the relevant theory of motivation. General idea and principle of the motivation mechanism with certain concrete steps are put forward based on the two vital points of strategy motivation that have been seized. Consequently, we must focusing on conforming the Salary Policy to Performance Policy ,a proper and effective motivation mechanism is instituted finally.
At the end of this article, enlightenment provided by the motivation mechanism in ZD Group for other private enterprises is pointed out with analyzing, which aims to provide an effective and valuable mode of staff motivation management for ZD Group itself and for other private enterprises with similar developing situation as ZD Group, and to promote these enterprises to develop harmoniously, healthily and stably.
营企业建立激励机制的启示。接着论文通过对zd集团的人力资源及激励机制现状的介绍,总结出存在的问题,并且运用激励的诸多理论对这些问题进行了剖析,对影响企业发展的员工激励问题作了深入浅出的阐述。
论文还依据激励和激励理论对ZD集团的激励机制进行了重构。本文运用了定性、定量和实证分析的方法,并在此基础上提出了有针对性的激励机制思路、方法和具体措施。具体为:建立科学系统的激励机制;全方位地实现薪酬体系的公平性;建立完善的绩效考核体系;多种非薪酬激励措施作为激励的重要补充等。更重要之处在于本文提出了科学有效的激励机制的构建研究是一项系统的工程,它不是几个激励措施的简单叠加,是各个激励政策相互影响,相互良性作用的结果。因此必须抓住激励的两个焦点问题,将绩效与薪酬对接进行高杠杆聚焦整合,同时结合企业的实际情况,制定和实施一系列配套的政策,才能实现激励机制的有效性。
在文章的最后,结合全文研究和对该课题的把握,提出论文研究的结论及对其他民营企业的启示。
In this knowledge economy time, competition between enterprises has not only rested on the competition in such aspects as products and technology, but manifested,more directly, in the competition between the employees. It is the quantity and competitiveness of the competent staff that dominates the development of an enterprise. It has been widely recognized that, in the final analysis, the enterprise competition in the 21st Century comes down to the competition in human resource. Successful enterprise managers have all realized from their practice that the only way for developing is to hold all staff together, to motivate them to work fervidly, to develop their internal potentiality, to combine their own wisdom, capability and requirement with the objective of the enterprise development closely so as to work hard, to create and to innovate. For this reason, successful enterprises have all attached great importance to the motivation of their staff’s enthusiasm and creativity, and have expended more time and energy in motivating the staff’s potentiality and also have regarded the motivation as a magic weapon for keeping the enterprise to develop without ceasing.
In this article, certain issues of staff motivation are going to be studied base on a case in which the circumstance of human resource management is typical among private enterprises.
Part one is a part for theory introduction and analysis. After explaining the signification of motivation, several familiar motivation theories (such as hierarchy of need theory, ERG theory, two factor theory, the expectancy theory and equity theory, etc.) are expounded and, at the same time, relevant analysis and comments are given on these theories. Finally, enlightenment about the construction of motivation mechanism in the private enterprise of China is provided based on restricting the intention of motivation mechanism and its system, and also on the expounding and analyzing of the motivation mechanism theory.
In Part two, based on the introduction to the existing human resource management and motivation mechanism in ZD group, certain problems is put forward. Then, utilizing relevant theory of motivation, analysis on these problems is given. Certain profound concepts concerning staff motivation that greatly affects the development of enterprise have been expounded in a simple way.
In Part three, the existing motivation mechanism in ZD Group is reconstructed in accordance with the relevant theory of motivation. General idea and principle of the motivation mechanism with certain concrete steps are put forward based on the two vital points of strategy motivation that have been seized. Consequently, we must focusing on conforming the Salary Policy to Performance Policy ,a proper and effective motivation mechanism is instituted finally.
At the end of this article, enlightenment provided by the motivation mechanism in ZD Group for other private enterprises is pointed out with analyzing, which aims to provide an effective and valuable mode of staff motivation management for ZD Group itself and for other private enterprises with similar developing situation as ZD Group, and to promote these enterprises to develop harmoniously, healthily and stably.
引文
[1] 席酉民,段兴民,张生太.企业集团人力资本管理研究.机械工业出版社,2003
[2] (美)史蒂文.克尓.边静译.机械工业出版社,2005
[3] 秦水良.组织行为学.北京石油工业出版社,2000
[4] (美)罗宾斯著《管理学》.中国人民大学出版社 1997
[5] 张维迎.博弈论与信息经济学.上海三联书出版社,1996
[6] 王蔷.组织行为学教程「M].上海:上海财经大学出版社,2002
[7] 张芙华.波特一劳勒综合激励理论的管理启示.社会科学辑刊,2003
[8] 李啸尘.新人力资源管理.北京石油工业出版社,20007
[9] 关淑润.现代人力资源与组织行为.北京对外经济贸易大学出版社,2001
[10] (美)约瑟夫.M.普蒂.海因茨.韦里奇等.刘祥译.管理学精要.中国经济出版社,2001
[11] 赵兴.人力资源教程.上海:上海交通大学出版社,2002
[12] 苏胡平.薪酬设计理论与实务.机械工业出版社, 2000
[13] 蒋辉存.企业激励机制探究与实践.首席人才官, 2006
[14] 周衍宾.人力资源开发研究.北京机械工业出版社, 2001
[15] 吴国存, 李新建.人力资源开发和管理概论. 南开大学出版社, 2001
[16] 余凯成, 程文文, 陈维政.人力资源管理.大连理工大学出版社, 1999
[17] (美)约瑟夫.M.普蒂.海因茨.韦里奇等.管理学精要.机械工业出版社, 2000
[18] 李新建.企业雇员薪酬福利.经济管理出版社, 1999
[19] 李啸尘.新人力资源管理.石油工业出版社, 2000
[20] 刘雄, 赵延.现代工资管理学.首都经济贸易大学出版社, 1998
[21] 徐国华, 张德, 赵平.管理学.清华大学出版社, 1998
[22] 陈清太, 吴敬琏塑造企业所有权文化.中国财政经济出版社, 2001
[23] 苏勇, 罗殿军.管理沟通.复旦大学出版社, 1999
[24] 关淑润.现代人力资源与组织行为.对外经济贸易大学出版社, 2001
[25] 范春林.企业雇员心理与行为管理.经济管理出版社, 1999
[26] 托马斯 S.贝特曼.管理学―构建竞争优势.北京大学出版社, 2000
[27] 斯蒂芬 P 罗宾斯.组织行为学.中国人民大学出版社, 1997
[28] 聂晓颖.组织行为学.机械工业出版社, 2000
[29] 鲍恩.激励员工.企业管理出版社, 1997
[30] 朱名泽.民营企业的现状及发展方向.商界, 2003
[31] 王迪.人力资源的价值需求与激励机制分析.商业研究, 2002
[32] 企业员工管理方法研究组.企业员工激励方法.中国经济出版社, 2002
[33] 周惠萍.如何提升企业核心竞争力.工业管理, 2001
[2] (美)史蒂文.克尓.边静译.机械工业出版社,2005
[3] 秦水良.组织行为学.北京石油工业出版社,2000
[4] (美)罗宾斯著《管理学》.中国人民大学出版社 1997
[5] 张维迎.博弈论与信息经济学.上海三联书出版社,1996
[6] 王蔷.组织行为学教程「M].上海:上海财经大学出版社,2002
[7] 张芙华.波特一劳勒综合激励理论的管理启示.社会科学辑刊,2003
[8] 李啸尘.新人力资源管理.北京石油工业出版社,20007
[9] 关淑润.现代人力资源与组织行为.北京对外经济贸易大学出版社,2001
[10] (美)约瑟夫.M.普蒂.海因茨.韦里奇等.刘祥译.管理学精要.中国经济出版社,2001
[11] 赵兴.人力资源教程.上海:上海交通大学出版社,2002
[12] 苏胡平.薪酬设计理论与实务.机械工业出版社, 2000
[13] 蒋辉存.企业激励机制探究与实践.首席人才官, 2006
[14] 周衍宾.人力资源开发研究.北京机械工业出版社, 2001
[15] 吴国存, 李新建.人力资源开发和管理概论. 南开大学出版社, 2001
[16] 余凯成, 程文文, 陈维政.人力资源管理.大连理工大学出版社, 1999
[17] (美)约瑟夫.M.普蒂.海因茨.韦里奇等.管理学精要.机械工业出版社, 2000
[18] 李新建.企业雇员薪酬福利.经济管理出版社, 1999
[19] 李啸尘.新人力资源管理.石油工业出版社, 2000
[20] 刘雄, 赵延.现代工资管理学.首都经济贸易大学出版社, 1998
[21] 徐国华, 张德, 赵平.管理学.清华大学出版社, 1998
[22] 陈清太, 吴敬琏塑造企业所有权文化.中国财政经济出版社, 2001
[23] 苏勇, 罗殿军.管理沟通.复旦大学出版社, 1999
[24] 关淑润.现代人力资源与组织行为.对外经济贸易大学出版社, 2001
[25] 范春林.企业雇员心理与行为管理.经济管理出版社, 1999
[26] 托马斯 S.贝特曼.管理学―构建竞争优势.北京大学出版社, 2000
[27] 斯蒂芬 P 罗宾斯.组织行为学.中国人民大学出版社, 1997
[28] 聂晓颖.组织行为学.机械工业出版社, 2000
[29] 鲍恩.激励员工.企业管理出版社, 1997
[30] 朱名泽.民营企业的现状及发展方向.商界, 2003
[31] 王迪.人力资源的价值需求与激励机制分析.商业研究, 2002
[32] 企业员工管理方法研究组.企业员工激励方法.中国经济出版社, 2002
[33] 周惠萍.如何提升企业核心竞争力.工业管理, 2001