J 公司主要业务是电子产品代加工，是一家典型的制造企业。近几年来
由于激烈的市场竞争导致公司的业务量受到严重影响，由于 J 公司本身的技
术限制，目前主要从事通讯产品代加工，不太能马上转型到其他的产品上去，
所以企业想要取得更好的经营效益，一方面还得先从优化内部管理开始。从
公司建厂至今，内部的人力资源管理制度一直不完善，员工激励措施不健全，
公司员工的积极性和工作热情都没有调动起来，这对公司的进步和发展都产
生了一定程度的影响。因此，通过有效的员工激励措施，让员工树立与企业
共同的发展目标，整合资源，降低各项成本和开支，塑造新的企业文化，是
目前 J 公司所要面临的一项重要任务
本文基于 J 公司的激励机制现状，通过查阅国内外有关激励机制的相关
理论知识，再结合员工满意度调查、人员访谈等多种方法，找出目前 J 公司
员工激励机制实施不到位的主要原因。其中包括薪酬福利制度不健全、绩效
考核体系不完善、员工培训和职业发展都缺乏整体规划等。进一步表现是人
力资源部没有将现有的激励机制进行有效的整合。所以员工在工作中难免会
出现工作积极性不高、对企业的满意度降低、缺乏归属感等问题
针对以上的问题，本文基于激励机制方案的设计原则，运用激励相关的J 公司员工激励机制研究理论，基于 J 公司的发展战略方向，在员工满意度调查结果和人员访谈结果
的基础上，重新优化设计了 J 公司的员工激励机制方案，从薪酬福利制度、
绩效考核体系、员工培训体系、精神激励措施和职业发展规划等多方面进行
深入研究，通过有效的机制整合，力争打造一个适合 J 公司发展的有效激励
运作机制
通过对 J 公司员工激励机制的研究发现，在经济快速发展的今天，只有
拥有效的员工激励机制的企业才能在市场竞争中更好的吸引优秀人才，才能
充分调动员工的积极性和发挥员工的创造性，最终使企业在激烈的市场竞争
环境中长盛不衰。由于时间和资料的限制，J 公司的员工激励机制方案还是
不够完善，希望在具体的实施当中，结合实际的管理现状，再对激励机制做
进一步的优化
关键词：员工激励 激励机制 优化设计 J 公司AbstractAbstract
With the rapid development of market economy, more and more enterprises
have realized that the importance of talents should not be underestimated if you
want to stand out from the competition in the industry, in addition to the advanced
technology and unique products. Human resource management has become the
focus of more and more enterprises, especially in the labor-intensive
manufacturing industry. Due to the gradually disappearance of China&39;s
demographic dividend, the key technology of China&39;s manufacturing industry is
mainly depend on foreign countries, there is no high added value. Foreign
manufacturing is also gradually moving to lower labor costs Country, such as
Southeast Asia and other places. Emerging economies such as China’s
manufacturing growth in recent years has been in a state of exhaustion. If the
enterprises want to reduce the cost of pipeline management, and improve the
management efficiency, it is very important to stimulate employee’s creativity and
enthusiasm.
J Company majors in electronic products processing, which is a typical
manufacturing enterprises. The company&39;s business volume is seriously affected
due to fierce market competition in recent years. Due to technical limitations of J
Company which mainly engaged in communications products processing, can not
immediately transition to other products. So J Company should starts from
optimization of internal management if wants to achieve better operating efficiency.
Since the company’s establishment, the internal human resource management
system is not perfect. The staff’s incentive measures haven’t been established, so
staff’s work enthusiasm is not mobilized, which has a certain degree of influence
on the progress and development of the company. Therefore, J Company faces an
important task to let the staff to set up their goals along with the enterprise
development goals, the integration of resources, reduce the cost and expenses to
create a new corporate culture through the effective incentives Mechanism.The employee’s incentive mechanism research of J companyBased on the current situation of incentive mechanism of J Company, the
author consults the domestic and foreign relevant theoretical knowledge about
motivation mechanism, combined with the employee satisfaction survey,
interviews and other methods, to find out the faulty of current staff incentive
mechanism. It includes the compensation and benefits system is not perfect, the
performance appraisal system is not well, staff training and career development are
lack of overall planning. Further survey finds that the existing incentive
mechanism hasn’t been integrated effectively by the human resources department.
Therefore, employees will inevitably appear not enthusiasm in the work, reduce
the satisfaction of the enterprise, lack of sense of belonging and other issues.
In view of the above problems, this paper has optimized J Company’s
employee incentive mechanism based on design principles, along with incentive
theory and company’s development of strategy and results of employee
satisfaction survey and interviews. It studies the parts of salary and welfare system,
performance appraisal system, staff training system, spiritual incentive measures
and occupation development planning and other aspects, strive to build an
effective incentive mechanism which suits J Company’s development through the
integration of effective mechanisms.
Through the research on the incentive mechanism of J Company, it finds that
enterprises can only attract talents by effective incentive mechanism in the rapid
development of the economy society. It will encourage the enthusiasm and
creativity of the employees can make enterprises prosperous in the fierce market
competition environment. Due to the limitations of time and information, the
optimized J Company’s incentive mechanism is also not perfect. I hope that in the
process of implementation, combined with the actual management status to further
improve the incentive mechanism.
Keywords: Employee’s Incentive; Incentive Mechanism; Optimized Design; J
Company目 录目 录
1 绪论...... 1
1.1 研究背景和目的 .... 1
1.1.1 研究背景 ...... 1
1.1.2 研究的目的及意义 .......... 2
1.2 研究方法及思路 .... 3
2 激励相关理论 .......... 5
2.1 激励的概念 ........ 5
2.2 激励的作用 ......... 5
2.3 激励机制 ........... 6
2.4 激励的理论 ........ 8
2.4.1 内容型激励 ..... 8
2.4.2 过程型激励 ... 14
2.4.3 行为改造型激励15
2.4.4 综合型激励 ... 16
本章小结 . 17
3 J 公司简介及现状 ..... 18
3.1 公司基本情况 ..... 18
3.1.1 公司简介 ..... 18
3.1.2 公司组织架构 . 19
3.1.3 公司发展现状 . 22
3.2 J 公司激励现状 .... 23
3.3 J 公司激励机制调研分析 ........ 26J 公司员工激励机制研究3.3.1 激励机制调查问卷设计 ..... 26
3.3.2 激励机制调查问卷结果分析 . 27
本章小结 . 35
4 J 公司当前激励机制存在的问题及原因分析 ........ 36
4.1 薪酬福利制度不健全 ........... 36
4.2 绩效考核体系不完善 ........... 37
4.3 员工培训缺少整体规划 ......... 38
4.4 员工职业发展规划不合理 ....... 38
4.5 激励机制缺乏系统运行 ......... 39
本章小结 . 40
5 J 公司员工激励机制优化设计........ 41
5.1 设计原则 ......... 41
5.2 J 公司员工激励机制设计 ........ 42
5.2.1 薪酬福利制度 .
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