G公司是中国南方某（集团）股份有限公司控股的股份制上市企业。公司致力于
活动房屋的开发与经营，倡导临时建筑的设计和应用实现标准化和模块化，实现工厂
化大规模生产。公司房屋具有节能环保、易于拆装仓储、可多次周转重复使用的产品
优势，正引领临建行业成为可提供高效、环保、实用的工业化产品与配套服务的新型
产业。公司由于过去对员工激励问题重视程度不高、激励方式、缺乏创新，以致员工
主动离职率大幅度提高，尤其是关键岗位人才大量流失，吸引优秀人才的难度也不断
增加。因此，在员工激励方面进行了不断创新，完善激励员工的手段，提高对人才的
吸引力和员工忠诚度，已经成为公司目前需要重点解决的问题
活动用房生产企业具有一定的独特性，企业的客户地点分散，人员构架复杂，人
才流失率高，对员工管理的难度大，员工对企业的期望更是难以统一，如何在企业建
立向心力和灵活的激励体系是当前亟待解决的问题。本文研究从事活动房生产的G公
司，对该公司的人力资源状况进行了调查，梳理了其已经存在和引用的员工激励措施，
对现有的激励措施进行了分析和评价。笔者将致力于对G公司人力资源状况进行订
制，制定未来公司员工激励的方向和具体策略。目的就是通过公司的员工激励措施的
引用，激发员工的工作潜力，更好的为企业提供个人价值。企业也通过提升员工积极
性，提高企业运行状况，更好的适应目前激烈的市场竞争环境，使企业的发展更快更中文摘要 G 公司员工激励方案设计研究
II
稳。同时，我国基础设施建设单位众多，大多数人力资源管理体系和员工激励体系有
待建立完善，也希望为他们的发展能够尽一份绵薄之力
关键词：临建设施企业、员工激励、员工满意度研究
作 者：杨立华
指导老师：段进军Research on Design of incentive to employees of G Company Abstract
III
Research on Design of incentive to employees
of G Company
Abstract
Talent as the main force in promoting contemporary enterprise development, is the
basic guarantee for enterprise operation, is the core strength to accomplish the strategic
goal of enterprise, is also the most important decision enterprise prospect on. Incentive as
an important way of talent management, reflect if it can arouse people39;s passion, tap the
potential of people, let a person produce the greatest value, proper noun incentive is
professional psychology, mentality change procedures specified can promote action. The
incentive means a reapplied to human resource management, is the management personnel
in a particular way or channels to improve staff motivation, so as to promote the employees
for the enterprise strategic target and reach a positive work. The means of incentive is fully
arouse the staff take various effective measures of independent creativity, to make
employees more dedication, try to solve the problem of work to achieve the strategic
objectives of enterprises.
G company is Chinese Nan-Shan Development (Group) Limited by Share Ltd holding
of joint-stock enterprises, the company registered capital of 290000000 yuan, a total
investment of 2000000000 yuan. The company is committed to the development and
management of new integrated housing activity, application to achieve standardization,
modularization, general design and advocate the temporary buildings, and realize the
industrialized mass production. Company housing with energy conservation and
environmental protection, easy disassembly, storage, can be many times the turnover of
repeated use of the product advantages, is leading the development of temporary industry
become a new industry which can provide industrial products and supporting services,
environmental protection, high efficiency of economy. The company as a result of the past
to employee motivation is not high degree of attention problems, incentive methods lack of
innovation, so that the turnover rate is greatly improved, especially the key position talents
drain, attract the talent of the difficulty of increasing. Therefore, in the aspect of
encouraging staff to innovate constantly, perfect the incentive means, enhance theAbstract Research on Design of incentive to employees of G Company
IV
attraction of talent and employee loyalty, has become the company now needs to focus on
resolving the problem.
Certain particularity with housing construction activity of enterprise, enterprise
management dispersed locations, complex structure, high wastage rate, the difficulty of
human resource management, staff motivation is more difficult to. This paper studies
engaged in housing construction activity cause G, conducted a survey on the status of
human resources of the company, combing its already exists and the use of incentives, the
existing incentive measures were evaluated. The author will focus on the positioning of
human resources situation of G company, the future development of enterprise employees
incentive targets and specific strategies. The purpose is through the implementation of
incentives in the company, inspire staff potential, better for the enterprise to provide
services. Enterprises also improve employee enthusiasm, improve enterprise operation
quality, better adapt to the increasingly fierce market competition environment, the
development of enterprises more previous floor. At the same time, many enterprises of
basic construction in our country, most of the human resource management system and
employee incentive system has not been set up perfect, also hope that they can contribute
to the development of.
Keywords: Temporary buildings and facilities Enterprises, employee motivation,
employee satisfaction in real estate.
Written by yang lihua
Supervised by duan jnjun目 录
第一章 绪 论1
1.1 选题背景与研究意义 1
1.1.1 研究背景1
1.1.2 研究意义1
1.2 研究内容 2
1.3 研究方法 2
1.4 技术路线 3
第二章 相关理论综述 4
2.1 激励的内涵 4
2.2 内容型激励理论 4
2.2.1 马斯洛的需求层次理论4
2.2.2 赫兹柏格的双因素理论5
2.2.3 麦克利兰的三种需要理论6
2.3 过程型激励理论 7
2.3.1 弗洛姆的期望理论7
2.3.2 亚当斯的公平理论8
第三章 G 公司员工激励的现状及存在的问题9
3.1 G 公司概况9
3.1.1 公司的历史与发展现状9
3.1.2 公司的组织架构10
3.1.3 公司员工构成及特点11
3.2 G 公司员工满意度调查及调查结果分析 11
3.2.1 调查目的11
3.2.2 调查方法和调查内容11
3.2.3 调查结果的统计13
3.3 G 公司员工激励存在的问题 24第四章 G 公司员工激励存在问题成因分析25
4.1 人力资源管理理念薄弱 25
4.1.1 忽视人力资源的战略意义25
4.1.2 缺乏“以人为本”思想 25
4.1.3 缺乏对员工需求的正确认识26
4.2 激励方式与手段欠缺 27
4.2.1 薪酬体系缺乏激励作用27
4.2.2 忽视精神激励28
4.2.3 忽视员工成长与发展28
4.3 员工绩效管理体系不科学 29
4.3.1 职责与目标不清晰29
4.3.2 考核指标和标准不科学30
4.3.3 考核结果的反馈和应用不足30
第五章 G 公司员工激励方案设计 32
5.1 优化目标 32
5.2 薪酬激励优化 33
5.2.1 薪酬定位33
5.2.2 薪酬水平34
5.2.3 差异化激励34
5.2.4 基于绩效的激励35
5.3 正激励和负激励的应用 36
5.4 职业发展激励 37
5.4.1 员工职业发展路径37
5.4.2 晋升选拔机制38
5.4.3 人才培养机制39
5.4.4 项目节点奖39
5.4.5 项目净利润分享奖40
5.5 优化后的实施效果评价 41
5.5.1 优化后的正面效果425.5.2 优化后仍需持续改进之处43
第六章 结论与展望 45
参考文献46
致 谢48G 公司员工激励方案设计研究 第一章 绪 论第一章 绪 论
1.1 选题背景与研究意义
1.1.1 研究背景
人才作为推动当代企业发展的主力军，是企业运营的基础保障，是完成企业战略
目标的核心力量，也是决定企业前景的最重要依靠。激励作为人才管理的重要方式，
体现出如果能调动人的激情，挖
。。。。。。以上简介无排版格式，详细内容请下
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