浅论民营企业员工的激励机制.docVIP

毕业设计（论文）任务书 姓名王俊 专业 工商管理 指导教师 黄瑶佳 学号 3600509320201入学时间 2009年秋 站点 南昌新闻学习中心 一、课题名称 浅论民营企业员工激励机制 邵阳学院经济与管理系 廖江 指导教师签字 教研室主任签字 年 月 日 浅论民营企业员工激励机制【】Abstract Twenty-first century will be the focus of corporate management of material resources management to human resources management, knowledge will become critical resources, and talent will become the basis of competition. How to stimulate employees creativity, and tap the potential of employees to improve organizational efficiency, is all kinds of enterprises are an important research subject. With the right people to engage in rational design of work, improving work systems and Gongzuo remuneration is a key element of human resource management must be combined with the actual scientific and standardized. ???This paper will build incentives to employees of private enterprises in general are facing problems, propose appropriate countermeasures. First of all, private enterprise content in a clear, based on the concepts of incentives, incentives to the contents of the system for system analysis; Second, employee incentives to private enterprise status, problems and other aspects of the in-depth analysis, and thus strengthen incentives for private enterprise employees understanding; Finally, incentives for private enterprise employees problems to western management theory of motivation as a guide, combined with the actual development of private enterprises in the corresponding strategy and future prospects of staff motivation has been . Key words private enterprise; employees; incentives  一、引言 自改革开放以来，民营经济，已成为国民经济发展、促进市场繁荣和社会稳定的重要力量，1978市场取向改革的初期，民营企业大多是依靠辛苦打拼，善于抓住时机建立起来的，民营企业的发展环境发生了巨大的变化，各种新问题的不断出现影响了民营企业的健康发展，导致这些问题出现的原因是多方面的，企业激励机制是一个重要方面 我国目前大多数私营企业，对于一般员工而言，实行的激励方式主要是薪酬，即工资和作为其补充形式的奖金和津贴；对于企业经营管理者和核心技术人员而言，主要有年薪制和销售提成等形式。在这种传统薪酬激励体系下，企业员工、核心技术人员和其他骨干人员的收入，所体现的是他们当期对公司所作的贡献。评定标准主要是当期公司经营业绩和个人业绩。与公司未来没有关系，不存在长期激励。??? 同时调查表明:我国有56.7%的高科技私营企业将奖金作为首选的激励方式，有42.8%的公司把给予