國有煤炭企業(yè)員工激勵機制研究.pdf

1、論文題目：國有煤炭企業(yè)員工激勵機制研究專業(yè)：工商管理碩士碩士生：孫海榮簽名：指導(dǎo)教師：馮套柱簽名：摘要當(dāng)前經(jīng)濟快速發(fā)展，市場體制不斷完善，企業(yè)所面臨的危機與挑戰(zhàn)也日益嚴峻，人才競爭日趨激烈。國有煤炭企業(yè)肩負著能源開發(fā)與發(fā)展這一重任，其經(jīng)營狀況對我國經(jīng)濟有重大影響。人是生產(chǎn)活動中最重要、最活躍的生產(chǎn)要素，也是最應(yīng)該予以關(guān)注的重要資源。面對煤炭行業(yè)的新形勢和煤炭開采企業(yè)逐步從勞動密集向資本和技術(shù)密集的轉(zhuǎn)變，如何吸引人，留住人、用好人，充分調(diào)

2、動員工的積極性、主動性和創(chuàng)造性是國有煤炭企業(yè)發(fā)展的重中之重。企業(yè)管理者能否從戰(zhàn)略的高度看待員工在企業(yè)發(fā)展中的重要作用，能否站在全局的角度把握企業(yè)發(fā)展方向，采取有效的激勵機制調(diào)動員工并帶領(lǐng)員工積極投身企業(yè)建設(shè)之中，是當(dāng)前國有煤炭企業(yè)管理者值得思考和有效解決的重要問題。論文以國有煤炭企業(yè)員工激勵機制為研究對象，總結(jié)了國內(nèi)外研究現(xiàn)狀，對相關(guān)激勵理論進行了總結(jié)闡述；分析了國有煤炭企業(yè)員工激勵機制的現(xiàn)狀和特征，并從管理觀念滯后、激勵方式不科學(xué)、人

3、員晉升機制不完善和忽視企業(yè)文化等七個方面分析了存在的主要問題；找出了產(chǎn)生問題的主要原因，包括：認知差異、現(xiàn)實與制度脫節(jié)、執(zhí)行力不到位等；以相關(guān)理論為指導(dǎo)并結(jié)合工作實際，確定了員工激勵機制設(shè)計的原則和目標(biāo)，從目標(biāo)管理、薪酬激勵、工作設(shè)計三個維度，構(gòu)建了國有煤炭企業(yè)員工激勵機制的三維一體結(jié)構(gòu)；從轉(zhuǎn)變理念、完善結(jié)構(gòu)、重視非物質(zhì)激勵、融合激勵手段等四個方面，提出了國有煤炭企業(yè)有效實施三維一體員工激勵機制的對策。對處于激烈競爭中的國有煤炭企業(yè)有效

4、激發(fā)員工的動力和潛能，培養(yǎng)全面發(fā)展的員工，實現(xiàn)安全高效生產(chǎn)運營，不斷增強核心競爭力具有重要意義。關(guān)鍵詞：國有煤炭企業(yè)；三維一體結(jié)構(gòu)；員工；激勵機制研究類型：專題研究Subject:StateownedcoalenterprisesEmployeeIncentiveMechanismSpecialty:MasterofbusinessadministrationName:SunHairong（Signature）Instruct:Feng

5、Taozhu（Signature）AbstractWiththerapideconomicdevelopmenttheconstantimprovementofthemarketsystemrecentlycriseschallengesfacedbyenterprisesgrowgrimmerbytheday.Thecompetitionftalentisincreasing.Stateownedcoalcpationsinourco

6、untryshouldertheresponsibilityofenergyexplationdevelopment.Thebusinessconditionhasagreatimpactonourcountry’seconomy.Talentisthemostimptantvividfactsofproductionaswellastheimptantresourcewhichshouldbepaidgreatattentionto.

7、Withthenewsituationofthecoalindustrythetransitionfromlabintensiveindustrytocapitaltechnologyintensiveindustryofcoalminingenterpriseshowtoretaintalentattracttalenthowtomobilizetheenthusiasminitiativecreativityofemployeesi

8、sstateownedcoalcpations’toppriity.Whetherbusinessmanagerscouldpayattentiontotheimptantroleemployeesplayinthedevelopmentofthecpationfromtheheightofstrategywhethertheycouldcontrolthedevelopingdirectionofthecpationfromaglob

9、alperspectivewhethertheycouldadoptaneffectiveincentivemechanismtomotivatethestaffletthemthrowthemselvesintothejobarethemostsignificantquestionsthatarewthconsideringresolvingfmanagersofstateownedcoalcpations.Inthispaperth

10、eobjectofthestudyistheincentivemechanismoftheemployeesinthestateownedcoalenterprises.Thestudysituationinourcountryabroadissummeduptherelatedtheiesofincentivemechanismaresummarizedexplainedthecurrentsituationacteristicsof

11、theincentivemechanismofemployeesinthestateownedcoalenterprisesareanalyzedthemainproblemsareanalyzedfromsevenaspectsrespectivelytheyarelimitedmanagementideasunscientificincentivesimperfectmechanismfpromotionignanceofcpate

12、cultureetc.Themainreasonsftheseproblemsinclude:thedifferenceofcognitiondisconnectionbetweenrealitysysteminadequateexecutivepoweretc.Inthispapertherelatedtheyofmotivationisservedasaguidetosetprinciplesgoalsfdesigningthein