在新的市场经济时代,企业所面临的经营环境不断发生着变化,其所面临竞争也异

常激烈。管理者对企业战略管理的关注越来越具有必要性。人力资源管理作为企业战略

管理的重要组成部分,增强人力资源的管理能力,以实现企业的战略目标也是管理者应

关注的。而最终对实现目标起到决定性推动作用的还是人力资源的管理和利用。实际上,

企业战略的实施更多的是靠激发基层专业技术人才的潜能及有效地利用激励机制调动

基层人才的工作积极性。

本文针对深圳巴士集团人力资源管理中激励机制不合理,导致公司员工消极怠工、

人员流失及维稳难度大等问题,运用人力资源管理理论、激励理论的相关知识,采用多

种研究方法,通过对深圳巴士集团人力资源档案、营运数据、财务数据等资料的调查,

对所得数据进行统计分析,对企业现有激励机制进行深入的剖析。本文详细分析了深圳

巴士集团基层员工激励机制现状,揭露存在的问题及待改善之处,结合深圳巴士集团的

实际,设计符合企业的激励机制优化方案,最后提出激励机制优化方案实施的保障。通

过本文的研究,认为在基层激励机制优化时必须注意长远的人力资源规划,以物质为主

精神激励为辅,并且对激励机制需形成制度的长期落实。

本文运用人力资源管理中有关激励的理论知识对深圳巴士集团基层员工激励机制

进行优化设计。通过优化设计对企业的基层员工的工作积极性充分调动,工作态度得到

调整,有助于挖掘员工的工作潜力,有利于引导员工进行科学合理的职业生涯设计和规

划,对深圳巴士集团的员工队伍稳定有着积极的意义,更对维护员工利益与企业利益目

标一致做出贡献。

[关键词]基层员工激励机制研究

[研究类型]应用研究

Abstract

In the new economic era and the rapidly changing business environment,

the competition is fierce. The competition between enterprises has become the

intelligence competition between the enterprise managers. The Managers focus

on the necessity of enterprise strategy management is becoming more and more

serious. Therefore, providing intelligence support for the enterprise, the human

resources department must reconsider their jobs and enhance the effectiveness of

human resource management to achieve the Strategic Objectives of the

enterprise, in the framework of enterprise strategy management. The grass-roots

workers In line with the development strategy will promote enterprise

development rapidly, if they got the incentive. Also They can funnel them into

careers that maximize their talents, to push enterprise strategy forward.

Shenzhen Bus Group human resources management motivational system is

not reasonable, it is beleaguered by the workers problems of negative attitude,

high attrition and instability. In this paper,basically guided by management

theory, human resources management theory, from the point of employee

motivation, using empirical research methods, through the investigation of

Shenzhen Bus Group human resource file such as the company's operating data

analysis, in-depth analysis of the existing motivational system of enterprises

from the point of workers motivation, a main line of research is set up on a

better development of motivational system for grass-roots staff in Shenzhen Bus

Group. This article reviews the mechanism of stimulation theory, including the

Signature: C(ko

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incentive theory, motivation plays an important role in the human resource

management. It analyzes the status of the motivational system for grass-roots

staff in Shenzhen Bus Group and the existing problems and designs a set of

salary system of the enterprise, and help the enterprise to manage the huge

grass-roots team, starting from the angle of personnel stability, promote the

development of enterprises. The article discusses the optimization scheme of

motivational system, to ensure the implementation of motivational system is in

fair, reasonable, and effective.

This article uses the theory of knowledge about motivation in human

resource management redesign the motivational system for grass-roots staff in

Shenzhen Bus Group. Through the design of enterprise employees work and

fully mobilize the enthusiasm, attitude adjustment, helping tap their potential, it

guide the scientific and reasonable employee occupation career design and

planning. It is helpful of great significance to the stability of the workforce in

Shenzhen Bus Group which could also safeguard the interests of employees and

enterprises interest objectives.

[KeyWords] research motivational system , grass-roots staff

[Research type] application research