根据二八定律，在企业中占比约 20%的核心人才能够创造约 80%的效益，
是企业人力资本优势的重要组成部分。核心人才对 C 公司形成自身的竞争优势、
实现战略转型发挥着至关重要的作用。因此本文主要结合国内外学者关于核心
人才激励的理论研究，以 C 公司作为实际案例分析样本，从 C 公司面临的战略
转型背景出发，对核心人才激励现状及问题进行分析，采用问卷调查和数据统
计分析法进行定性定量分析，旨在探索如何建立战略转型下 C 公司核心人才激
励制度，并将该制度运用到实际企业管理中，致力于解决 C 公司核心人才激励
方面存在的问题，最大程度地激发核心人才的潜能，形成人力资本优势，促进 C
公司战略转型
笔者提出，C 公司核心人才不同的需求及激励因素是制定核心人才激励制度
的依据，同时该制度应秉承战略导向原则、物质激励与精神激励相结合、长期
激励与短期激励相结合等原则。为了有效激励战略转型下 C 公司的核心人才，
笔者提出建立薪酬福利、绩效管理、职业发展、培训开发及企业文化五位一体
的核心人才激励制度，并且通过建立任职资格体系、加强制度认知与执行以及
倡导制度相容性等方式使核心人才激励制度得以推行
关键词：战略转型；核心人才；激励制度ABSTRACT
II
ABSTRACT
In recent years, in the face of the downward pressure and the government policy
of replacing business tax with value-added tax in the construction industry, C
company&39;s development mode of the original traditional construction industry has
limited its development. In order to survive and develop, as a construction enterprise
C company is in urgent need for the strategic transformation and the implementation
of fine management: on the one hand, vigorously develop the construction as the
main business; on the other hand, vigorously promote the modernization of the
construction industry, focusing on the development of the prefabricated construction
such as steel structures and precast concrete plates.
According to Pareto Principle, the core talents accounting for about 20% in the
enterprise can create about 80% of the benefit, they are an important component of
enterprise human capital advantage. The core talents play a vital role in the
formation of C company&39;s competitive advantages and strategic transformation. This
paper is based on the domestic and foreign theories about the core talent incentive
and the case analysis of C company. From C company’s strategic transformation
background, the thesis analyzes the current situation and problems of the core talent
incentive, makes qualitative and quantitative analysis through questionnaire surveys
and statistical analysis. It tries to explore how to establish the core talent incentive
system in the background of the strategic transformation and how to implement the
system in the real enterprise management, so as to solve the problems of C company
core talent incentive, maximize the potential of core talents and form human capital
advantage in order to fulfill the strategic transformation of C company.
The author proposes that C company’s core talents incentive system is based on
the different demands and incentive factors of the core talents, it follows the
principles such as the strategic orientation and combination of material incentive and
spirit incentive as well as long-term incentive and short-term incentive. In order to
effectively motivate the core talents of C company under the strategic transformation,
the author puts forward the core talent incentive system including the five aspects ofABSTRACT
III
the compensation and benefit, performance management, occupation development,
training and development and corporate culture. Through establishing the
qualification system, strengthening system cognition and implementation and
promoting system compatibility, the core talent incentive system can be
implemented.
Key Words: strategic transformation; core talents; incentive system目录
IV
目 录
第 1 章 绪论·1
1.1 论文研究背景 .1
1.2 研究目的和意义 .........1
1.3 研究思路及方法 .........2
1.3.1 研究思路 ··2
1.3.2 研究方法 ··3
第 2 章 论文相关理论基础·4
2.1 战略人力资源管理的概念 .....4
2.2 核心人才的定义及界定 .........5
2.2.1 核心人才的定义 ··5
2.2.2 核心人才的界定 ··6
2.3 激励理论 .........7
2.3.1 国外激励理论研究 ··7
2.3.2 国内激励理论研究 ··8
2.4 核心人才激励问题研究 .........8
2.4.1 核心人才激励因素研究 ··8
2.4.2 核心人才激励措施研究 ··9
第 3 章 C 公司发展与核心人才激励的状况分析11
3.1 C 公司发展概述.........11
3.1.1 C 公司简介 ··11
3.1.2 C 公司发展现状 ··11
3.1.3 C 公司战略转型 ··12
3.2 C 公司核心人才激励现状及问题.....13
3.2.1 C 公司核心人才界定 ··13
3.2.2 C 公司核心人才激励现状 ··13
3.2.3 C 公司核心人才激励问卷调查 ··14
3.2.4 C 公司核心人才激励方面存在的问题 ··21
第 4 章 战略转型下 C 公司核心人才激励制度的构建··25目录
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4.1 战略转型下 C 公司核心人才激励制度的构建原则...........25
4.1.1 战略导向原则 ·25
4.1.2 物质激励与精神激励相结合的原则 ·25
4.1.3 短期激励与长期激励相结合的原则 ·26
4.1.4 公平原则 ·26
4.2 战略转型下 C 公司核心人才激励制度的内容.......27
4.2.1 薪酬福利 ·
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