目 录
第 1 章 绪论1
1.1 研究背景与意义 1
1.1.1 研究背景 1
1.1.2 研究意义 2
1.2 研究内容和研究方法 2
1.2.1 研究内容 2
1.2.2 研究方法 3
第 2 章 激励的一些概念的界定和理论基础 4
2.1 激励的内涵4
2.1.1 激励的基本定义 4
2.1.2 激励的特征 4
2.1.3 激励的作用和意义 4
2.2 激励的基本类型 5
2.3 主要激励理论 6
2.4 XY 公司各类人员名词解释 8
第 3 章 XY 公司激励体系现状和存在的问题 9
3.1 XY 公司基本情况 9
3.2 XY 公司组织架构 9
3.3 员工情况10
3.3.1 XY 公司员工年龄现状10
3.3.2 XY 公司员工学历现状10
3.3.3 XY 公司员工工作年限现状11
3.3.4 XY 公司员工薪酬收入现状12
3.3.5 XY 公司技术人员等级现状13
3.4 XY 公司员工激励现状 14
3.4.1 XY 公司员工激励方式14
3.4.2 XY 公司员工问卷调查16
3.5 XY 公司激励体系存在的问题 18
3.6 XY 公司的激励体系存在问题的原因分析21
第 4 章 XY 公司激励体系的设计 24
4.1 XY 公司各类人员需求分析 24
4.1.1 管理人员需求分析 24II
4.1.2 技术人员需求分析 24
4.1.3 一线生产人员需求分析 24
4.1.4 销售人员需求分析 25
4.2 XY 公司激励体系设计原则 25
4.1.1 物质和精神兼顾原则 25
4.1.2 员工与企业之间的目标要结合的原则 25
4.1.3 当前及长远目标结合的原则 26
4.3 XY 公司激励体系设计思路 26
4.4 XY 公司激励体系设计 27
4.4.1 物质激励 27
4.4.2 精神激励 32
第 5 章 XY 公司激励体系保障措施 34
5.1 制定实施计划 34
5.2 建立激励人员信息台账 34
5.3 做好激励铺垫工作 34
5.4 建立考核组织 34
5.5 开展有关激励知识的培训 34
第 6 章 结论与展望36
6.1 结论36
6.2 展望36
参考文献37
附 录39
致 谢45III
Contents
1.Introduction 1
1.1 Research background and research significance 1
1.1.1 Research background1
1.1.2 Research significance 2
1.2 Contents and methods of research 2
1.2.1 Contents of research 2
1.2.2 Methods of research 3
2.The definition of relevant concepts of motivation and theoretical basis4
2.1 Connotation of motivation 4
2.1.1 Basic definition of motivation 4
2.1.2 Characteristics of motivation4
2.1.3The function and significance of motivation 4
2.2 Basic types of incentives 5
2.3 Main incentive theory6
2.4Definition of XYcompany various personnel 8
3. Analysis on the current situation and problems of the company's incentive 9
3.1 Basic situation of the company 9
3.2 Organization structure of company 9
3.3 Company employee status 10
3.3.1 Age of company staff10
3.3.2 Company staff qualifications10
3.3.3 The status quo of the company staff 11
3.3.4 Current situation of company staff salary income 12
3.3.5 The status quo of the company's technical personnel13
3.4 XY company incentive status quo 14
3.4.1 XY company incentive mode 14
3.4.2 XY company questionnaire16
3.5 XY company incentive system problems18
3.6 Analysis on the problems in the incentive system of XY company 21
4 Incentive system design of XY company 24
4.1 Demond analysis of every types of employee 24
4.1.1 Demand analysis of management24IV
4.1.2 Demand analysis of sales staff 24
4.1.3 Demand analysis of technical personnel24
4.1.4 Demand analysis of production line25
4.2 XY incentive system design principles25
4.2.1 Material and spiritual balance principle 25
4.2.2 Employee goals and business objectives 25
4.2.3 The combination of the current target and long-term goals 26
4.3 XY company incentive system design ideas 26
4.4 Incentive system design of XY company 27
4.4.1 material incentive 27
4.4.2 spirit motivation32
5. Safeguard measures of XY company's incentive design system 34
5.1 Make implementation plan34
5.2 The establishment of incentive information ledger34
5.3 Do a good job in motivating the groundwork 34
5.4 Establish assessment organization 34
5.5 Carry out the training of incentive knowledge 34
6. Conclusion and Prospect 36
6.1 Conclusions 36
6.2 Outlook 36
Reference 37
Questionnaire survey 39
I hereby express my thanks.451
摘要
受经济下行压力加大的影响，很多地方的印刷产业不同程度地出现了企业数
量饱和、劳动力成本上升、盈利空间缩小等问题，在这种严峻的形势下，企业将
面对激励的市场竞争。印刷企业能否在竞争中挑战而出，关键因素在于企业是否
拥有一支高效率的员工队伍，也就是说人已经成为企业长远发展规划中的最为重
要的一个因素。社会在进步，企业管理方法也在进步，现在的企业管理理念坚都
是坚持以人为本。激励机制是凸显人力资源管理工作是否高效的一个重要方面，
员工对工作的积极性和对企业的忠诚度的高低取决于对于其激励的手段，因此建
立合理有效的员工激励体系尤为重要

XY 公司是一家以印刷各类画报、画册、精装书、儿童读物和礼品包装为主营
业务的制造企业，公司主要以管理人员、销售人员、技术人员、一线生产工人为
核心人员。虽然企业发展还好，但是由于因为现有的激励方法比较少，导致出现
了人员流失率高和员工积极性普遍不高的现象，从而绊住了企业快速发展的步伐

本文首先简要介绍研究的背景和意义，提出研究框架和方法。其次通过分析
XY 公司激励体系现状，发现其激励体系在对管理人员、销售人员、技术人员、一
线生产工人的运用中存在一些问题并剖析存在问题的原因，最后以马斯洛需求层
次理论、赫兹伯格双因素激励理论、费罗姆期望理论、道格拉斯o麦格雷戈 X-Y 理
论、亚当斯公平理论、戴维o麦克利兰成就激励理论和国内为理论依据，以满足 XY
公司管理人员、销售人员、技术人员、一线生产工人需求为前提，对 XY 公司激
励体系重新设计，主要完善了薪酬、培训、职业发展、企业文化等方面，并且对
新的激励体系的制定相关保障措施，包括制定实施计划、建立激励人员信息台账、
做好激励铺垫工作、建立考核组织、开展有关激励知识的培训

本文发现一套科学的激励体系不仅要根据不同人员的不同需求来建立，而且
还要制定相关保障措施才能使之实施有效

关键词：印刷企业；激励体系；XY 公司；2
Abstract
Printing industry in various regions are emerging some questions to varying degres
.the amount saturation of the enterprises,the rising of lobor force cost and the shrink of
profitability-by the affection of economic downturn pressure. The key element whether
the printing industry could win the challege in the competition depends on the high effe
ctive staff team, that is, man is the most significant factor for the enterprise's sustainable
development. The enterprise increasingly emphasis the management pgilosophythat pe
ople oriented, and the human resource management(HRM) plays a progressively role in
the enterprise development. Incentive mechanism is prominent as an importanT aspect f
or the work of HRM, and the level of positivity and loyalty for the staff depend on the i
ncentives in the firm, so it is imperative to establish the reasonable and effective incenti
ve mechanism for the staff.
The XY firm, a manufacturing company which prints various pictorials, albums of
painting, hardcovers and children's books and view the gift-wrap as the main business.
The company mainly regards the managers, salesmen, technicists and workers at the
production line as the core staff. Although it goes steadily, the lack of incentive
methods cause the phenomenon that high retention and low enthusiasm, so these
impeded the progress of the enterprise's rapid expansion.
Fisrstly, the article introduce briefly the research background and significance, put
forward the research framework and methods. Secondly, it finds some problems that the
execution of incentive machanism to the managers, salesmen, technicists and workers a
t the production line and analysises causes of the existence of the problems by
analysing the situation of XY's incentive machanism. Finally, it redesigns the incentive
mechanism of XY on the grounds of Masluo' Need theory, Herzberg's Two Factor theo
ry, Vroom Expectancy theory, Douglas McGregor's XY theory, Adams's Equity theory,
David McClelland's Need for Achievement and domestic theories to meet the requireme
nts of the personnel above in XY under the premise. It perfects pays, training, career de
velopment and the enterprise culture and these like, what's more, it formulates the relati
ve guara