中国酒业销售市场竞争日趋激烈，Z酒业销售公司的发展也进入了瓶颈期，销售收入增长率 逐年下降，人力资源资源激励体系存在的问题日趋凸显，导致员工对公司的归属感不强、员工流 失严重，对其未来的发展产生了较大的影响。为解决这一问题，本文对人力资源激励体系相关的 基础理论、概念、方法进行了回顾，对Z酒业销售公司人力激励体系的现状进行了介绍，对其存 在的问题及成因进行了剖析，并给出相应的优化方案和保障措施，具体研究结论如下： Z酒业销售公司的组织架构呈扁平化，层级较少，但权力高度集中，其员工的结构呈现出男 多女少、销售人员占比高、学历整体不高、年龄轻、工龄短的特征；Z酒业销售公司薪酬激励存 在的问题主要包括基本工资过低、长期薪酬缺失、社会保障不足、分配不公平等；考核激励存在 的问题主要包括指标设计不民主、科学性、不公平、指标更新不及时；生涯激励存在的问题主要 包括生涯发展缺乏制度保障、家族色彩浓厚、培训较少、人力资源管理专业性较差；精神激励存 在的问题主要包括完成工作的成就感较低、对公司的归属感低、工作氛围紧张和文化活动形式缺 乏吸引力；上述问题的成因主要包括管理层重视不足、制度机制缺乏、长期激励不足和文化氛围 不佳。 为解决上述问题，Z酒业销售公司应适当提升基本工资、给予员工一定长期薪酬、按规定缴 纳社保、进行岗位带宽工资设计和建立员工福利制度以对其薪酬激励进行优化；应建立公平的绩 效考核指标体系并不打折扣地予以落实，对其进行动态更新，适当提升提出比例，建立团队提成 制度以对其绩效激励进行优化；应加强人力资源制度建设、提升人岗匹配度和加强培训以对其生 涯激励进行优化；应建立与公司战略相契合的企业文化、建立良好的工作氛围、丰富精神激励形 式以对其精神激励进行优化；应提升管理理念、加强制度建设、建立反馈和后评价机制为上述优 化措施的实施提供保障。 关键词：激励体系，人力资源管理，绩效，销售公司 南京航空航天大学硕士学位论文 III ABSTRACT The competition in wine sales market of China is becoming increasingly fierce, the development of Company Z has also entered a bottleneck period, the sales revenue growth rate has been declining year by year. The problems in the human resources incentive mechanism are becoming increasingly prominent, which has a greater impact on its future development. In order to solve this problem, this thesis reviews the basic theories, concepts, and methods related to the human resource incentive mechanism, introduces the current status of the company's human incentive mechanism, analyzes its existing problems and causes, and gives corresponding optimization schemes and safeguards, specific research conclusions are as follows: Company Z's organizational structure is flat and has fewer levels, but its power is highly concentrated. The structure of its employees shows the characteristics of more men and fewer women, a higher proportion of sales staff, more young employees. The problems of company Z's compensation incentives mainly include low basic salary, lack of long-term compensation, insufficient social security, and unfair distribution. The problems in performance appraisal mainly include indicators that are undemocratic, unscientific, unfair, and untimely. The problems in career motivation mainly include lack of institutional guarantee for career development, strong family color, less training, and poor professionalism in human resource management. The problems in spiritual motivation mainly include a low sense of accomplishment in completing the work, a low sense of belonging to the company, a tense working atmosphere and a lack of appeal in the form of cultural activities. The causes of the above problems mainly include insufficient attention by management, lack of institutional mechanisms, lack of long-term Inspiring and poor cultural atmosphere. In order to solve the above-mentioned problems, Company Z should appropriately increase the basic salary, give employees a certain long-term salary, pay social security according to regulations, design the job bandwidth salary and establish an employee welfare system to optimize their salary incentives; A fair performance appraisal indicator system should be established and strictly implemented, the proportion raised should be appropriately increased, and a team commission system should be established to optimize its performance incentives; The construction of human resources system should be strengthened, the matching of personnel and positions should be enhanced, and the Z酒业销售公司人力资源激励体系优化对策研究 IV training should be strengthened to optimize their career incentives; A good corporate culture and working atmosphere should be established, and the spirit-based incentive forms should be optimized to optimize their spiritual incentives; It is necessary to upgrade the management concept, strengthen the system construction, establish feedback and post-evaluation mechanisms to provide guarantee for the implementation of the above optimization measures. Key words: Incentive mechanism, human resource management, performance, sales company 南京航空航天大学硕士学位论文 V 目 录 第一章 绪 论 .......... 1 1.1研究背景 ............ 1 1.2研究目的和研究意义........................ 2 1.2.1研究目的 ..... 2 1.2.2研究意义 ..... 2 1.3国内外研究现状 2 1.3.1国外相关研究............................. 2 1.3.2国内相关研究............................. 3 1.3.3文献评述 ..... 5 1.4研究内容和研究方法........................ 6 1.4.1研究内容 ..... 6 1.4.2研究方法 ..... 6 1.5技术路线图 ........ 7 第二章 基本概念和相关理论 .................. 8 2.1人力资源管理相关的概念理论 ........ 8 2.1.1人力资源管理的概念 ................. 8 2.1.2人力资源管理的内容 ................. 8 2.2激励的相关理论 9 2.2.1激励的概念.. 9 2.2.2激励的特征.. 9 2.3员工激励的相关基础理论 .............. 10 2.3.1内容型激励理论 ....................... 10 2.3.2过程激励理论........................... 11 2.3.3 行为改造型激励理论 .............. 12 2.4 本章小结 .......... 13 第三章 Z酒业销售公司人力资源激励体系现状 ............... 14 3.1 Z酒业销售公司介绍 ...................... 14 3.1.1 Z酒业销售公司的基本情况 ... 14 Z酒业销售公司人力资源激励体系优化对策研究 VI 3.1.2 Z酒业销售公司的发展战略 ... 14 3.1.3 Z酒业销售公司的组织结构 ... 15 3.1.4 Z酒业销售公司的业务概况 ... 16 3.2 Z酒业销售公司人力资源激励措施现状 ..................... 17 3.2.1 Z酒业销售公司人力资源概况 .............................. 17 3.2.2 Z酒业销售公司激励体系现状 .............................. 21 3.3 本章小结 .......... 23 第四章 Z酒业销售公司人力资源激励体系存在的问题及成因分析 .............. 24 4.1 问卷调查和访谈基本情况 ............. 24 4.1.1 问卷调查基本情况 .................. 24 4.1.2 访谈设计及情况介绍 .............. 27 4.2 问卷调查结果与分析 ..................... 27 4.2.1 对薪酬激励评价的调研结果与问题分析 ............. 27 4.2.2 对考核激励评价的调研结果与问题分析 ............. 29 4.2.3 对生涯激励评价的调研结果与问题分析 ............. 30 4.2.4 对精神激励评价的调研结果与问题分析 ............. 31 4.3 存在问题的成因分析 ..................... 33 4.4 本章小结 .......... 34 第五章 Z酒业销售公司人力资源激励体系的优化对策和保障措施 .............. 35 5.1激励体系优化的原则与目标 .......... 35 5.1.1激励体系优化的原则 ............... 35 5.1.2激励体系优化的目标 ............... 36 5.2 Z酒业销售公司激励体系优化设计 ............................. 36 5.2.1薪酬激励的优化设计 ............... 36 5.2.2绩效激励的优化设计 ............... 38 5.2.3生涯激励的优化设计 ............... 39 5.2.4精神激励的优化设计 ............... 40 5.3 Z酒业销售公司激励体系优化保障机制 ..................... 41 5.3.1提升管理理念........................... 41 5.3.2加强制度建设........................... 41 5.3.3建立反馈机制........................... 41 南京航空航天大学硕士学位论文 VII 5.3.4建立后评价机制 ....................... 42 5.4 本章小结 .......... 42 第六章 研究结论与展望........................ 43 6.1 研究结论 .......... 43 6.2 研究展望 .......... 43。。。。。。以下内容略