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MBA碩士畢業論文_XX軟件外包公司員工激勵優化研究DOC

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基本簡介
對于激勵的研究,國外已有許多成熟的理論,而國內對于激勵的研究起步較晚, 現在所有的研究理論基本脫胎于國外的研究成果,卻不適用于主要由 21 世紀科技 人才所支撐的中國企業,并且,有關國內對于激勵的研究都不成系統,缺少對軟件 外包企業員工的特殊考量。 在軟件外包行業,隨著中國對日軟件外包從熱潮期邁向持續發展的穩定階段, 目前中國大部分從事對日軟件服務外包的企業仍然處于低端的代碼加工層次,依靠 低廉的人力成本吸引客戶。在這樣的背景下,軟件外包企業由于收入增長緩慢,工 作缺乏挑戰性和創造性,導致個人能力提升受到限制,晉升渠道比較局限,使得員 工消極倦怠,人才流動性大。由此,軟件外包企業對人力資 源都開始加以高度的 重視,而激勵管理以及激勵優化是人力資源管理的核心問題,因此公司激勵的優化 就顯得尤為重要。 基于前述背景,本文以 XX 軟件外包企業實例進行分析研究發現,其所屬公司 員工激勵存在的問題表現在薪酬和福利設置以及績效考核的方法等物質激勵不合 理;公司對員工的關心程度不足,員工的歸屬感不強烈等精神激勵不到位;成長空 間以及培訓教育等成長激勵不理想。對此本選題提出優化薪酬體系,優化構建績效 體系的內容和指標等進一步健全員工績效考核機制的建議。提出了加強員工情感激 勵和加強企業文化建設等完善精神激勵內容的建議。提出了關注員工職業成長,完 善員工職業生涯路徑,加強員工的教育培訓等進一步細化員工個人職業生涯規劃的 建議。以此使企業可以更好的用好人才、留住人才,進而提升其所屬公司在軟件外 包行業中的核心競爭力,為企業創造更大的利益,并對軟件外包行業激勵優化產生 借鑒意義。 關鍵詞:軟件外包;激勵;優化I ABSTRACT There are many mature theories in foreign countries about incentive research, but domestic research on incentive started late.Now all the research theories are basically based on foreign research results,but they are not applicable to Chinese enterprises mainly supported by scientific and technological talents in the 21st century.Moreover, domestic research on incentive is not systematic and lacks special consideration for employees of software outsourcing enterprises. In the software outsourcing industry, as China's software outsourcing to Japan from the boom to a stable stage of sustainable development.the majority of companies engaged in software outsourcing to Japan are still relying on low value-added coding testing services to attract customers by low cost.In this context, software outsourcing enterprises due to slow income growth, lack of challenging and creative work.As a result, their personal capabilities have been limited and their promotion channels have become more limited.This has made employees passively exhausted and have a high degree of talent mobility. As a result, software outsourcing companies have begun to pay high attention to human resources. Incentive management and incentive optimization are the core issues of human resource management. Therefore, the optimization of corporate incentives is particularly important. Based on the above background,according to XX software outsourcing enterprise instance, the author found that the problems in the employee motivation of her affiliated company are reflected in the unreasonable material incentives such as compensation and welfare setting and performance evaluation methods. The company's lack of care for employees, employees do not have a strong sense of belonging and other spiritual motivation is not in place; growth space and training education and other growth incentives are not ideal. For this, the author tries to put forward some suggestions to further improve the employee performance appraisal mechanism, including the optimization of the pay system, the optimization of the content and indicators of the performance system.The proposals for strengthening the spiritual motivation of employees, including strengthen the emotional motivation of employees and strengthen the construction of enterprise culture are proposed. Suggestions are put forward to further refine the personal career planning of employees, such as paying attention to the employee's professional growth, paying attention to the career growth of employees,II strengthen the employee's education and training.In this way, enterprises can make better use of talents and retain talents, thereby enhancing the core competitiveness of their companies in the software outsourcing industry, creating greater benefits for enterprises, and generating reference for the optimization of software outsourcing industry incentives. KEYWORDS: Software Outsourcing; Incentive;Optimize1 目 錄 第一章 緒論...................................................................................................1 第一節 研究背景及目的 ................................................................................................1 一、研究背景................................................................................................................1 二、研究的目的............................................................................................................1 三、研究意義................................................................................................................2 第二節 國內外研究現狀綜述 ........................................................................................2 一、國外研究成果綜述................................................................................................2 二、國內激勵研究現狀綜述........................................................................................2 第三節 研究內容與研究方法 ........................................................................................3 一、研究內容................................................................................................................3 二、研究方法................................................................................................................3 第四節 研究創新點 ........................................................................................................4 第二章 員工激勵的理論基礎.......................................................................5 第一節 經典的激勵理論 ................................................................................................5 一、內容型激勵理論....................................................................................................5 二、過程型激勵理論....................................................................................................6 三、綜合型激勵理論....................................................................................................7 第二節 員工激勵的主要內容及方法 ............................................................................8 一、員工激勵的主要內容............................................................................................8 二、員工激勵的主要方法............................................................................................8 第三節 企業激勵的三大表現形式 ................................................................................9 一、以經濟利益為核心的物質激勵............................................................................9 二、以自我實現為核心的精神激勵............................................................................9 三、以人本管理為核心的成長激勵............................................................................9 第三章 XX 軟件外包公司員工激勵的現狀..............................................11 第一節 XX 軟件外包公司基本情況..........................................................................112 一、XX 軟件外包公司基本情況................................................................................11 二、XX 軟件外包公司組織架構................................................................................11 第二節 XX 軟件外包公司的員工激勵的現狀.......................................................... 13 一、物質激勵的現狀.................................................................................................. 13 二、精神激勵的現狀.................................................................................................. 14 三、成長激勵的現狀.................................................................................................. 15 第四章 XX 軟件外包公司員工激勵問題分析..........................................17 第一節 員工激勵情況問卷調查與結果分析.............................................................. 17 一、問卷調查基本情況概述...................................................................................... 17 二、員工對物質激勵的認知與滿意度...................................................................... 18 三、員工對精神激勵的認知與滿意度...................................................................... 22 四、員工對成長激勵的認知與滿意度...................................................................... 24 第二節 員工激勵存在的問題分析.............................................................................. 26 一、物質激勵不合理.................................................................................................. 26 (一)薪酬和福利設置不合理.................................................................................. 26 (二)績效考核方法不合理...................................................................................... 27 二、精神激勵不到位.................................................................................................. 27 (一)公司對員工的關心程度不足.......................................................................... 27 (二)員工的歸屬感不強烈...................................................................................... 27 三、成長激勵不理想.................................................................................................. 28 (一)成長空間不理想.............................................................................................. 28 (二)培訓教育情況不理想...................................................................................... 29 第五章 XX 軟件外包公司員工激勵優化的建議......................................30 第一節 激勵優化的對策建議...................................................................................... 30 一、優化物質獎勵體系.............................................................................................. 30 (一)薪酬體系.......................................................................................................... 30 (二)績效考核體系.................................................................................................. 31 二、完善精神激勵內容.............................................................................................. 31 (一)加強員工情感激勵.......................................................................................... 31 (二)加強企業文化建設.......................................................................................... 323 三、細化職業生涯規劃..............................................................................................32 (一)關注員工職業成長..........................................................................................32 (二)完善員工職業生涯路徑..................................................................................33 (三)加強員工的教育培訓......................................................................................34 第二節 激勵優化的實施保障 ......................................................................................35 一、人才的保障..........................................................................................................35 二、制度的保障..........................................................................................................36 (一)績效考核的保障..............................................................................................36 (二)激勵的保障......................................................................................................36 三、文化保障..............................................................................................................36 第六章 結論與展望.....................................................................................38 第一節 結論 ..................................................................................................................38 第二節 展望 ..................................................................................................................38

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