对于现代企业来说，人力资源不仅是其战略性的资源，在企业成长和发展中 也发挥着不可磨灭的作用。在当今日益激烈的市场竞争环境中，每家企业都面临 着空前未有的发展机遇，但同时也需应对随之而来的巨大挑战。对员工实施有效 激励，才可以激发企业中不同阶层员工对工作的热情、积极性以及创造性，使他 们的才能得以充分发挥，鼓励员工可以为企业创造出更大的经济价值，从而增强 企业核心竞争力，使其在激烈的竞争中脱颖而出。科技人员常常分布于企业的各 个核心事务中，涉及到企业产品的研发、设计和创新等，关系着企业的软实力， 对企业的整体发展起着非常重要的作用，除此之外，科技人员更是企业战略发展 中的核心人才资源，合理且有效的激励机制能增强科技人员的科研动力，减少其 人员流动，为企业挽回技术流失所可能带来的巨大损失。 本文以双因素理论为基础，结合其他国内外相关研究成果，对KS集团现有 的组织架构以及人力资源的实际情况做以具体分析，利用问卷调查、交流访谈等 多种形式进行调查，并对获得数据加以整理分析，找出KS集团在激励科技人员 方面存在的问题：薪酬福利缺乏吸引力、绩效考评体系不完善、科技人员培训过 于形式化、企业文化未能激励科技员工。本文认为，要解决企业存在的以上激励 方面的问题，应严格把握“以人为本”、结合物质激励与精神激励的原则，注重 发挥薪酬激励、考核激励、职业生涯发展激励以及企业文化激励等激励功效，并 注重各种激励方式的相互配合，形成有机整体，发挥激励的协同效应，达成更好 的激励效果，使企业对科技人员的吸引力有所增加，并且提高在职科技人员对企 业的满意度，增加人才的留存度。论文还结合企业的实际，提出了具体的激励优 化策略。 关键词：KS集团；双因素理论；激励；科技人员 ABSTRACT II ABSTRACT Formodernenterprises,humanresourcesarenotonlytheirstrategicresources,but alsoplayanindelibleroleinthedevelopment.Inthecontentofhumanresource management,incentiveisitsfocus.Forthesustainabledevelopmentofenterprises andemployees,agoodincentivemechanismwillhaveapositiveimpact.Thereare severalwaystodesigntheincentivemechanism,suchassalaryincentive, performanceappraisalincentive,educationandtrainingincentiveandcareerplanning incentive.Intoday'sincreasinglyfiercecompetitionandnotonlyexpandthe environment,everyenterpriseisfacingunprecedenteddevelopmentopportunities,but alsoneedtocopewiththehugechallenges.Inthiscontext,theenterprisestafftodoa goodjobofincentives,canstimulatedifferentlevelsofemployeesintheenterprise enthusiasm,enthusiasmandcreativity,sothattheirtalentscanbebroughtintofull play,encourageemployeescancreategreatereconomicvaluefortheenterprise, strengthenthecorecompetitivenessoftheenterprise,andmakeitstandoutinthe fiercecompetition.Scientificandtechnologicalpersonnelareoftendistributedinthe coreaffairsofenterprises,involvingtheresearchanddevelopment,designand innovationofenterpriseproducts,whicharerelatedtothesoftpowerofenterprises andplayaveryimportantroleintheoveralldevelopmentofenterprises.Inaddition, scientificandtechnologicalpersonnelarethecorecompetitivenessinthestrategic developmentofenterprises.Reasonableandeffectiveincentivemechanismcan enhancethescientificresearchmotivationofscientificandtechnologicalpersonnel andreducethenumberofscientificresearchpersonnelItspersonnelflow,for enterprisestorecoverthelossoftechnologymaybringhugelosses. Basedonthetwofactortheory,combinedwithotherrelevantresearchresultsat homeandabroad,thispaperanalyzestheexistingorganizationalstructureandthe actualsituationofhumanresourcesofKSgroup.Itusesquestionnairesurvey, exchangeinterviewandotherformstoinvestigate,andanalyzestheobtaineddatato findouttheproblemsexistinginKSgroupinmotivatingscientificandtechnological personnel:thelackofattractionofsalaryandwelfareThesystemofstrengthand performanceevaluationisnotperfect,thetrainingofscientificandtechnological personnelistooformalized,andtheenterpriseculturefailstomotivatethescientific andtechnologicalstaff.Inordertosolvetheaboveproblems,weshouldstrictlygrasp theprincipleof"people-oriented",combinematerialincentiveswithspiritual 基于双因素理论的KS集团科技人员激励机制优化硏究 III incentives,payattentiontotheincentiveeffectsofsalaryincentives,assessment incentives,careerdevelopmentincentivesandcorporatecultureincentives,andpay attentiontothemutualcooperationofvariousincentivemethodstoformanorganic wholeandgivefullplaytothesynergisticeffectofincentivesWeshould,toachieve betterincentiveeffect,makeenterprisesmoreattractivetoscientificandtechnological personnel,andimprovethesatisfactionofon-the-jobscientificandtechnological personneltotheenterprise,andincreasetheretentionoftalents.Accordingtothe actualsituationoftheenterprise,thepaperputsforwardthespecificincentive optimizationstrategy. Keywords:KSgroup;twofactortheory;incentive;scientificandtechnicalpersonnel 目录 IV 目录 摘要..............................................................................................................I ABSTRACT................................................................................................II 目录............................................................................................................IV 第一章导论.................................................................................................1 第一节选题背景和研究意义...................................................................................1 一、选题背景.........................................................................................................1 二、研究意义.........................................................................................................1 第二节研究思路和研究内容....................................................................................2 一、研究思路.........................................................................................................2 二、研究内容.........................................................................................................3 第三节研究方法........................................................................................................4 第二章文献综述与理论基础.....................................................................5 第一节文献综述........................................................................................................5 一、国外研究综述.................................................................................................5 二、国内研究综述.................................................................................................6 三、研究述评.........................................................................................................9 第二节相关概念界定..............................................................................................10 基于双因素理论的KS集团科技人员激励机制优化硏究 V 一、激励..............................................................................................................10 二、激励机制......................................................................................................11 三、科技型员工..................................................................................................12 第三节双因素激励理论..........................................................................................13 一、双因素理论的产生过程..............................................................................13 二、双因素理论的内容......................................................................................14 第三章KS集团科技人员激励现状.......................................................16 第一节KS集团简介..............................................................................................16 一、KS集团基本情况........................................................................................16 二、KS集团组织结构........................................................................................17 三、KS集团人力资源情况................................................................................17 第二节KS集团科技人员激励现状分析..............................................................18 一、绩效考核方式..............................................................................................18 二、薪酬分配模式.......................................................