科技型中小企业激励机制研究
|
摘要
自中国加入WTO以来,世界经济对中国经济的影响日益显著,国际竞争与国际合作进一步加深,经济全球化趋势不断加快,国际跨国公司更快速、更广泛地挺进中国。科技创新成为企业增强自身核心竞争力的必要手段,科技型中小企业在中国经济的发展中,是一支重要力量,尤其自20世纪90年代以来表现得最为明显。科技型中小企业在发展的过程中在内部和外部面临了不少阶段性的问题。如何通过激励机制的科学构建,使其脱出困境,顺利成长,是我们迫在眉睫,亟待解决的问题。
本文本着先收集案例、分析案例反映的情况,再进行理论探讨、最后提出解决思路的研究思考顺序,围绕我国的科技型中小企业在目前的市场经济体制以及我国现有的社会发展状况的前提下所面临的特殊问题,来研究我国科技型中小企业在员工激励方面的问题、理论及方法。首先综合分析了科技型中小企业面临的整个社会发展环境,然后通过访谈与收集资料进行统计分析,对征集的案例进行初步研究,归纳出其在现有的环境下激励机制存在的问题,找出产生问题的原因,再对其面临的激励机制问题进行理论探讨,提出注重协作(Collaboration )、满意(Content)和抉择(Choice )的三C内驱论、以“人”为企业的战略性主体的战略激励、建立在资源配置应用的基础上的“分配人”的假设理论、以及结合全面需求的需求分析理论等理论研究,然后在理论探讨的指导下,针对性的结合科技型中小企业的发展现状和竞争态势对这一特殊群体的激励机制进行建议和设计。
Since china joined World Trade Organization, world economy influences Chinese one increasingly and with economic globalization’s trend continuously speeding, national competition and cooperation deepens further and multinational corporations enter Chinese market sooner and more broadly. It is necessary for corporations to innovate Science and technology so as to increase its competitions. Technology based firms have become the most influential contribute for Chinese economical development. Therefore, high-speed growth of Chinese economy in the greater degree is propped up by the technology based firms and such a phenomena becomes more and more obviously specially since 90’s in 20 centuries. Technology based firms internally and externally face not a few problems and predicaments in the process of developing. how to construct encouraging system , consequently to get out of the predicaments to grow into big corporation with stronger creative ability is the most urgent problems.
The thesis collects the cases and analyze them first, then carries on the academic discussion, finally proposes the solution. Considering the present market economy system as well as our country existing social development condition, the thesis research the theory how to encourage the employees of the technology based firms.
the thesis fist all-round analyzes the social developing circumstance faced by technology based firms, then statically analyzes the information gotten by being interviewed and collected to find the current circumstance encouraging system’s existing problems, again propose“3-C internal driving theory”, which is Collaboration, Content, Choice, and the“human resource disposition theory”basing on the corporation’s recource, finally concludes the suggestions as to how to encourage the employees’s spirit of the technology based firms.
本文本着先收集案例、分析案例反映的情况,再进行理论探讨、最后提出解决思路的研究思考顺序,围绕我国的科技型中小企业在目前的市场经济体制以及我国现有的社会发展状况的前提下所面临的特殊问题,来研究我国科技型中小企业在员工激励方面的问题、理论及方法。首先综合分析了科技型中小企业面临的整个社会发展环境,然后通过访谈与收集资料进行统计分析,对征集的案例进行初步研究,归纳出其在现有的环境下激励机制存在的问题,找出产生问题的原因,再对其面临的激励机制问题进行理论探讨,提出注重协作(Collaboration )、满意(Content)和抉择(Choice )的三C内驱论、以“人”为企业的战略性主体的战略激励、建立在资源配置应用的基础上的“分配人”的假设理论、以及结合全面需求的需求分析理论等理论研究,然后在理论探讨的指导下,针对性的结合科技型中小企业的发展现状和竞争态势对这一特殊群体的激励机制进行建议和设计。
Since china joined World Trade Organization, world economy influences Chinese one increasingly and with economic globalization’s trend continuously speeding, national competition and cooperation deepens further and multinational corporations enter Chinese market sooner and more broadly. It is necessary for corporations to innovate Science and technology so as to increase its competitions. Technology based firms have become the most influential contribute for Chinese economical development. Therefore, high-speed growth of Chinese economy in the greater degree is propped up by the technology based firms and such a phenomena becomes more and more obviously specially since 90’s in 20 centuries. Technology based firms internally and externally face not a few problems and predicaments in the process of developing. how to construct encouraging system , consequently to get out of the predicaments to grow into big corporation with stronger creative ability is the most urgent problems.
The thesis collects the cases and analyze them first, then carries on the academic discussion, finally proposes the solution. Considering the present market economy system as well as our country existing social development condition, the thesis research the theory how to encourage the employees of the technology based firms.
the thesis fist all-round analyzes the social developing circumstance faced by technology based firms, then statically analyzes the information gotten by being interviewed and collected to find the current circumstance encouraging system’s existing problems, again propose“3-C internal driving theory”, which is Collaboration, Content, Choice, and the“human resource disposition theory”basing on the corporation’s recource, finally concludes the suggestions as to how to encourage the employees’s spirit of the technology based firms.
引文
[1] 刘如冰.人力资源部门岗位绩效考核与薪酬设计模板.中国海关出版社,2005.10
[2] 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 年01 月第 1 版
[3] 徐成德.员工激励手册.人民中国出版社,2001 年 04 月第 1 版
[4] (美国)詹姆士·丁·海克曼著.曾湘泉等译.提升人力资本投资的政策.复旦大学出版社,2001.1
[5] 王承先编著.企业员工激励技术.北京大学出版社, 2002 年 04 月第 1 版
[6] Alfie Kohn.The Trouble With Gold Stars, Incentive Plans, Aspraise, and Other Bribes.USA: Prentice Hall, Inc.2002
[7] (英)福赛思.你能行!·你能行!:机制中的员工激励.上海远东出版社,2000 年
[8] [美]佛尼斯(Fournies.F.)著,张帅译.员工激励 16 法.海南出版社,2001 年 04 月第 1 版.
[9] 王璞.人力资源管理咨询实务.北京:机械工业出版社,2003
[10] 李宝元编.人力资源管理案例教程.人民邮电出版社,2006.1.
[11] 张锡民.企业如何有效激励员工.北京大学出版,2005.10
[12] 张向前.信息经济时代企业知识型员工的管理[J].经济管理·新管理,2002
[13] 李爱梅,肖胜编著.员工激励与企业创富.中国纺织出版社,2003 年 01 月 1 版
[14] 金元吉著.员工激励新法.广东经济出版社,2001 年 09 月第 1 版
[15] 赵曼.人力资源开发与管理.北京:中国劳动社会保障出版社,2001// P
[16] [英]特鲁普曼著 胡零,刘智勇译.薪酬方案:如何制定员工激励机制.上海交通大学出版社,2002 年 01 月第 1 版
[17] 陈京民,韩松.人力资源规划/企业人力资源管理丛书,上海交通大学出版社,2004.12.
[18] 和仁,管家民.优秀经理如何表现:经理四书.西北大学出版社,2005
[19] (美)拉尔夫·L·克利姆等著,石力等译.项目中的人力资源管理.机械工业出版社,.2004.11.
[20] 王志宇著.绩效魔方(绩效管理操作手册).中国社会科学出版社,2003.7
[21] [美]戴尔(Twyla Dell T.)著.王平译.员工激励妙法 (修订版).上海财经大学出版社,2002 年 03 月第 1 版
[22] 程延园编.员工关系管理.复旦大学出版社,2004.8.
[23] (美国)肖恩·贝尔丁著王蕊等译,搞掂问题员工(员工激励与培训指南),中国社会科学出版社,2005.2.
[24] Gary Dessler. Human Resource Management. USA: South-Western College Publishing, 2001
[25] James· A· Brichley.Clifford· W· Smith. Managerial Economics and Organizational Architecture. USA: Prentice Hall, Inc., 2001
[26] James C Van Home.John M· Wachowicz, Jr. Fundamentals of Financial Management. USA: Prentice Hall, Inc., 2001
[27] R· Feund.D· Bertsimas. Data Models and Decisions. America: MIT Press, 1999
[28] Philip Kotler. Marketing Management. USA: Prentice Hall, Inc., 2001
[29] R·J· Henderson. Compensation Management: Rewording Performance. USA: Prentice Hall, Inc., 2001
[30] J·R· Sahl. How to install a point-factor job-evaluation system. Personnel. 1989(Volume 22, Number 3): 38-42
[31] A·W· Smith. Jr. Structuralism Salary Management: A Modest Model. Compensation and benefits review, 1992(8): 22-25
[32] H·W· Risher. Job Evaluation: Validity and Reliability. Compensation and Benefits Review. 1989(Volume 21, Number 6): 14-19
[33] Bradley Meacham. CEO of Seattle Insurer Sees Compensation Rise. Knight Ridder Tribune Business News, Washington. Apr 9, 2003, pg1
[34] Support Urged for Compensation Rule at G.E. New York times: pg4
[35] James S. Ang, Richard L· Constand. Compensation and Performance: The Case of Multinational Financial Management. 1997(7): 275-304
[36] L·R· Gomez, D·B· Balkin. Compensation, Organizational Strategy, and Firm Performance. Cincinnati, Ohio: South-Western Publishing Company,1992
[37] T·D·Taber, T·D· Peters. Assessing the Completeness of a Job Analysis Procedure. Jurnal of Organizational Behavior. 1991(Volume 12,Number 7): 581-593
[38] 冉斌.薪酬设计与管理.深圳:海天出版社,2002
[39] 余世维.突破中小企业发展瓶颈.上海音像出版社,2005.7.
[40] 王先玉.现代企业人力资源管理学.北京:经济科学出版社,2003// P
[41] 赵曼.人力资源开发与管理北京.中国劳动社会保障出版社,2001//
[42] 江卫东.知识型员工的工作设计与激励.科学学与科学技术管理,2002//11 P58-62
[43] 张望军,彭剑锋.中国企业知识型员工激励机制实证分析.科研管理,2001/22/06 P90-96
[44] 孙景梅.知识型员工管理与激励刍议.中南财经政法大学学报,2003//01 P67-70
[45] Ndelela L T.Establishing a knowledge management program for competitive adva ntage in an enterprise.International Journal of Information Management.2001/21/02 P151-165
[46] 张建国.薪酬体系设计.北京.北京工业大学出版社,2003
[47] 王璞.在中国做管理咨询.北京.机械工业出版社,2003
[48] 余凯成,程文文.人力资源管理.大连.大连理工大学出版社,2001
[49] 闵聘,牛雄鹰.对某汽车制造企业薪酬设计的诊断分析.中国人力资源开发, 2002 (4):36-38
[50] 辛浩力.企业生命周期与薪酬设计.中国人力资源开发,2002(1)
[51] 丁世青.企业薪酬制度改革若干问题.中国人力资源开发,2002(1):66-67
[52] 轶名.直面薪酬机制危机.中国人力资源网 http://www.hr.com.cn
[53] 毛冬红.基本薪酬的设计.价格与市场,2002(5):39-40
[54] 刘平青.论企业薪酬结构的确定方法.企业经济,2001(4):24-25
[2] 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 年01 月第 1 版
[3] 徐成德.员工激励手册.人民中国出版社,2001 年 04 月第 1 版
[4] (美国)詹姆士·丁·海克曼著.曾湘泉等译.提升人力资本投资的政策.复旦大学出版社,2001.1
[5] 王承先编著.企业员工激励技术.北京大学出版社, 2002 年 04 月第 1 版
[6] Alfie Kohn.The Trouble With Gold Stars, Incentive Plans, Aspraise, and Other Bribes.USA: Prentice Hall, Inc.2002
[7] (英)福赛思.你能行!·你能行!:机制中的员工激励.上海远东出版社,2000 年
[8] [美]佛尼斯(Fournies.F.)著,张帅译.员工激励 16 法.海南出版社,2001 年 04 月第 1 版.
[9] 王璞.人力资源管理咨询实务.北京:机械工业出版社,2003
[10] 李宝元编.人力资源管理案例教程.人民邮电出版社,2006.1.
[11] 张锡民.企业如何有效激励员工.北京大学出版,2005.10
[12] 张向前.信息经济时代企业知识型员工的管理[J].经济管理·新管理,2002
[13] 李爱梅,肖胜编著.员工激励与企业创富.中国纺织出版社,2003 年 01 月 1 版
[14] 金元吉著.员工激励新法.广东经济出版社,2001 年 09 月第 1 版
[15] 赵曼.人力资源开发与管理.北京:中国劳动社会保障出版社,2001// P
[16] [英]特鲁普曼著 胡零,刘智勇译.薪酬方案:如何制定员工激励机制.上海交通大学出版社,2002 年 01 月第 1 版
[17] 陈京民,韩松.人力资源规划/企业人力资源管理丛书,上海交通大学出版社,2004.12.
[18] 和仁,管家民.优秀经理如何表现:经理四书.西北大学出版社,2005
[19] (美)拉尔夫·L·克利姆等著,石力等译.项目中的人力资源管理.机械工业出版社,.2004.11.
[20] 王志宇著.绩效魔方(绩效管理操作手册).中国社会科学出版社,2003.7
[21] [美]戴尔(Twyla Dell T.)著.王平译.员工激励妙法 (修订版).上海财经大学出版社,2002 年 03 月第 1 版
[22] 程延园编.员工关系管理.复旦大学出版社,2004.8.
[23] (美国)肖恩·贝尔丁著王蕊等译,搞掂问题员工(员工激励与培训指南),中国社会科学出版社,2005.2.
[24] Gary Dessler. Human Resource Management. USA: South-Western College Publishing, 2001
[25] James· A· Brichley.Clifford· W· Smith. Managerial Economics and Organizational Architecture. USA: Prentice Hall, Inc., 2001
[26] James C Van Home.John M· Wachowicz, Jr. Fundamentals of Financial Management. USA: Prentice Hall, Inc., 2001
[27] R· Feund.D· Bertsimas. Data Models and Decisions. America: MIT Press, 1999
[28] Philip Kotler. Marketing Management. USA: Prentice Hall, Inc., 2001
[29] R·J· Henderson. Compensation Management: Rewording Performance. USA: Prentice Hall, Inc., 2001
[30] J·R· Sahl. How to install a point-factor job-evaluation system. Personnel. 1989(Volume 22, Number 3): 38-42
[31] A·W· Smith. Jr. Structuralism Salary Management: A Modest Model. Compensation and benefits review, 1992(8): 22-25
[32] H·W· Risher. Job Evaluation: Validity and Reliability. Compensation and Benefits Review. 1989(Volume 21, Number 6): 14-19
[33] Bradley Meacham. CEO of Seattle Insurer Sees Compensation Rise. Knight Ridder Tribune Business News, Washington. Apr 9, 2003, pg1
[34] Support Urged for Compensation Rule at G.E. New York times: pg4
[35] James S. Ang, Richard L· Constand. Compensation and Performance: The Case of Multinational Financial Management. 1997(7): 275-304
[36] L·R· Gomez, D·B· Balkin. Compensation, Organizational Strategy, and Firm Performance. Cincinnati, Ohio: South-Western Publishing Company,1992
[37] T·D·Taber, T·D· Peters. Assessing the Completeness of a Job Analysis Procedure. Jurnal of Organizational Behavior. 1991(Volume 12,Number 7): 581-593
[38] 冉斌.薪酬设计与管理.深圳:海天出版社,2002
[39] 余世维.突破中小企业发展瓶颈.上海音像出版社,2005.7.
[40] 王先玉.现代企业人力资源管理学.北京:经济科学出版社,2003// P
[41] 赵曼.人力资源开发与管理北京.中国劳动社会保障出版社,2001//
[42] 江卫东.知识型员工的工作设计与激励.科学学与科学技术管理,2002//11 P58-62
[43] 张望军,彭剑锋.中国企业知识型员工激励机制实证分析.科研管理,2001/22/06 P90-96
[44] 孙景梅.知识型员工管理与激励刍议.中南财经政法大学学报,2003//01 P67-70
[45] Ndelela L T.Establishing a knowledge management program for competitive adva ntage in an enterprise.International Journal of Information Management.2001/21/02 P151-165
[46] 张建国.薪酬体系设计.北京.北京工业大学出版社,2003
[47] 王璞.在中国做管理咨询.北京.机械工业出版社,2003
[48] 余凯成,程文文.人力资源管理.大连.大连理工大学出版社,2001
[49] 闵聘,牛雄鹰.对某汽车制造企业薪酬设计的诊断分析.中国人力资源开发, 2002 (4):36-38
[50] 辛浩力.企业生命周期与薪酬设计.中国人力资源开发,2002(1)
[51] 丁世青.企业薪酬制度改革若干问题.中国人力资源开发,2002(1):66-67
[52] 轶名.直面薪酬机制危机.中国人力资源网 http://www.hr.com.cn
[53] 毛冬红.基本薪酬的设计.价格与市场,2002(5):39-40
[54] 刘平青.论企业薪酬结构的确定方法.企业经济,2001(4):24-25