發(fā)布時(shí)間：2018-04-18 18:08

  本文選題：HJ房地產(chǎn)公司 + 激勵(lì)機(jī)制��； 參考：《電子科技大學(xué)》2014年碩士論文

【摘要】：激勵(lì)一直就是人力資源管理研究中最主要的問題之一,對(duì)企業(yè)來說,科學(xué)有效的激勵(lì)機(jī)制對(duì)提高員工的工作滿意度,增加企業(yè)競(jìng)爭力具有重要作用。激勵(lì)既是實(shí)施人力資源管理工作的中心,也是管理人力資源的有效方式。在企業(yè)人力資源管理中充分利用激勵(lì)手段是為了提高員工的滿意度,調(diào)整員工的行為,使員工與企業(yè)形成利益共同體,激勵(lì)員工為共同達(dá)成企業(yè)戰(zhàn)略和經(jīng)營目標(biāo)而努力,同時(shí)留住核心人才,這樣才能使企業(yè)在激烈的人才競(jìng)爭中立于不敗之地。近年來中國房地產(chǎn)企業(yè)受國家宏觀形勢(shì)調(diào)控,企業(yè)競(jìng)爭激勵(lì),在房地產(chǎn)企業(yè)內(nèi)部缺乏有效的激勵(lì)環(huán)境,激勵(lì)機(jī)制較為單一,難以激發(fā)從業(yè)人員工作的積極性。盡管房地產(chǎn)從業(yè)人員的平均工資并不是很低,但分配不盡合理,難以形成對(duì)核心人才的有效激勵(lì)環(huán)境。此外,由于房地產(chǎn)企業(yè)人才專業(yè)技術(shù)性較強(qiáng),行業(yè)人才稀缺,有技術(shù)、有管理、有經(jīng)驗(yàn)的房地產(chǎn)人才供不應(yīng)求,人才市場(chǎng)競(jìng)爭激勵(lì),如何吸引和留住優(yōu)秀人才更是房地產(chǎn)業(yè)進(jìn)行人才管理工作的重心。公司利用激勵(lì)體制的最終目標(biāo)在于合理引導(dǎo)員工的努力方向,讓員工通過集體項(xiàng)目的團(tuán)隊(duì)合作在達(dá)成企業(yè)目標(biāo)的同時(shí)實(shí)現(xiàn)自我價(jià)值的認(rèn)同,進(jìn)而提高員工的工作積極性和創(chuàng)造力。能否在人力資源管理工作中利用激勵(lì)體制決定企業(yè)發(fā)展的成敗,是企業(yè)能夠快速發(fā)展不可或缺的重要管理工具。四川HJ房地產(chǎn)公司作為一家極具發(fā)展?jié)摿Φ拿駹I房地產(chǎn)企業(yè),因?yàn)榘l(fā)展迅速,,每年以超過60%的復(fù)合增長率成長,由于前幾年企業(yè)內(nèi)部缺乏科學(xué)的激勵(lì)機(jī)制,原有的激勵(lì)機(jī)制已不能滿足企業(yè)快速發(fā)展的需求,員工滿意度較低,前期高素質(zhì)從業(yè)人員經(jīng)常更換,人才供給已經(jīng)無法滿足企業(yè)的發(fā)展需求,因而要改善當(dāng)今的激勵(lì)機(jī)制,改良激勵(lì)方式。本文通過總結(jié)和回顧國內(nèi)外人力資源管理中激勵(lì)機(jī)制的相關(guān)理論,在借鑒過去理論研究成果的基礎(chǔ)上,以四川HJ房地產(chǎn)公司員工激勵(lì)問題為案例進(jìn)行研究。本文在論述過程中結(jié)合了理論與實(shí)踐,依據(jù)激勵(lì)理論,探討激勵(lì)理論在民營房地產(chǎn)企業(yè)中員工激勵(lì)領(lǐng)域中的應(yīng)用,以提高企業(yè)經(jīng)濟(jì)效益的有效途徑,建立良好的激勵(lì)機(jī)制還可以挖掘人的潛力,提高人力資源質(zhì)量。通過調(diào)研深刻剖析了員工激勵(lì)管理中存在的一系列問題,針對(duì)問題優(yōu)化設(shè)計(jì)了四川HJ房地產(chǎn)公司員工激勵(lì)的新模式,客觀評(píng)述了運(yùn)用激勵(lì)理論的指導(dǎo)作用,充分發(fā)揮激勵(lì)理論的實(shí)用性。
[Abstract]:Motivation has always been one of the most important problems in the research of human resource management. For enterprises, scientific and effective incentive mechanism plays an important role in improving the job satisfaction of employees and increasing the competitiveness of enterprises.Motivation is not only the center of human resource management, but also the effective way to manage human resource.The purpose of making full use of incentive means in enterprise human resource management is to improve employee's satisfaction, adjust employee's behavior, make employee and enterprise form a community of interests, and motivate staff to work hard to achieve corporate strategy and management goal together.At the same time, retain the core talents, so that enterprises in the fierce talent competition in an invincible position.In recent years, the real estate enterprises in China are controlled by the state macro-situation, and the competition is encouraged by the enterprises. There is a lack of effective incentive environment in the real estate enterprises, and the incentive mechanism is relatively single, and it is difficult to stimulate the enthusiasm of the employees.Although the average wage of real estate employees is not very low, but the distribution is not reasonable, it is difficult to form an effective incentive environment for core talents.In addition, because of the strong technical expertise of real estate enterprises, the scarcity of talents in the industry, the shortage of skilled, managed and experienced real estate talents in short supply, the competition in the talent market is encouraged.How to attract and retain outstanding talents is the focus of talent management in real estate industry.The ultimate goal of the company's incentive system is to reasonably guide the direction of the employees' efforts, so that the employees can achieve the goals of the enterprise through the team cooperation of collective projects and realize the recognition of their self-worth at the same time.Then raise employee's work enthusiasm and creativity.Whether the incentive system can be used to determine the success or failure of enterprise development in human resource management is an indispensable management tool for the rapid development of enterprises.As a private real estate enterprise with great potential for development, Sichuan HJ Real Estate Company has been growing at a compound growth rate of more than 60% a year because of its rapid development, due to the lack of a scientific incentive mechanism within the enterprises in the past few years.The original incentive mechanism can not meet the needs of rapid development of enterprises, the employee satisfaction is low, the early high-quality employees often change, the talent supply can no longer meet the development needs of enterprises, so we should improve the current incentive mechanism.Improve the incentive mode.This paper summarizes and reviews the relevant theories of incentive mechanism in human resource management at home and abroad. Based on the past theoretical research results, this paper takes the employee incentive problem of Sichuan HJ Real Estate Company as a case study.This paper combines theory with practice, and discusses the application of incentive theory in the field of employee motivation in private real estate enterprises, in order to improve the economic efficiency of enterprises.The establishment of a good incentive mechanism can also tap the potential of human resources and improve the quality of human resources.This paper deeply analyzes a series of problems existing in employee incentive management through investigation and research, designs a new model of employee incentive in Sichuan HJ Real Estate Company, and objectively comments on the guiding role of applying incentive theory.Give full play to the practicability of incentive theory.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F299.233.4
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本文編號(hào)：1769475