随着企业的发展，激励是最大程度发挥员工积极性、对员工个人与企业间关系展 开协调的重要性手段，故实施以人为本的管理的关键就是要建立起一套适合企业需求 的激励机制。因此，本文以东阿县移动公司为例，对该公司人员激励机制进行研究。 本文首先介绍了本文的研究背景和意义，通过国内外文献综述和评价总结出要解决的 内容和问题，阐述研究方法和创新之处。其次，阐述期望理论、公平理论和综合激励 模型等激励模型相关理论。在上述理论的基础上，以东阿县移动公司为例，通过问卷 调查分析东阿县移动公司激励机制的现状与问题。发现东阿县移动公司激励机制存在 薪酬结构的不合理性、绩效考核的不完善、培训机制的不健全以及没有充分发挥企业 文化的作用的问题。针对问题，提出建立公平合理的薪酬分配结构制度、建立科学合 理的绩效管理体系、建立完善的企业员工培训体系以及加强企业文化的激励作用的建 议。最后，从组织保障、制度保障以及文化保障三个方面提出实施激励机制的保障措 施。期望本文的研究能够对东阿县移动公司以及其他相关企业员工激励的完善提供借 鉴。 关键字：东阿县移动公司；激励机制；薪酬结构；绩效考核 II ABSTRACT Withthedevelopmentofenterprises,incentiveisanimportantmeanstomaximize theenthusiasmofemployeesandcoordinatetherelationshipbetweenemployeesand enterprises.Therefore,thekeytotheimplementationofpeople-orientedmanagementis toestablishanincentivemechanismsuitablefortheneedsofenterprises.Therefore,this articletakesthecountyasanexampletostudytheincentivemechanismofthecompany. Thispaperfirstintroducesthebackgroundandsignificanceofthisstudy,summarizesthe contentsandproblemstobesolvedthroughliteraturereviewandevaluationathomeand abroad,andexpoundstheresearchmethodsandinnovations.Secondly,itelaboratesthe relevanttheoriesofincentivemodels,suchasexpectationtheory,equitytheoryand comprehensiveincentivemodel.Basedontheabovetheories,takingthecountyasan example,thepresentsituationandproblemsoftheincentivemechanisminthecountyare analyzedthroughquestionnaires.Accordingtothestaffmotivationrelatedcontentsinthe county,wesetupthesatisfactionquestionnaireincludingfouraspects:salarysystem, trainingmotivation,personalgrowthmotivation,andspiritualmotivation,andunderstood thesatisfactionoftheemployeesinthestaffmotivation.Wefoundthattheincentive mechanisminthecountyhasunreasonablesalarystructureandimperfectperformance appraisal.Theimperfecttrainingmechanismandtheproblemofnotgivingfullplaytothe roleofcorporateculture.Inviewoftheseproblems,itputsforwardsuggestionson establishingafairandreasonablesalarydistributionstructuresystem,establishinga scientificandreasonableperformancemanagementsystem,establishingasoundtraining systemforenterpriseemployeesandstrengtheningtheincentivefunctionofenterprise culture.Finally,itputsforwardthesafeguardmeasurestoimplementtheincentive mechanismfromthreeaspects:organizationalsafeguard,institutionalsafeguardand culturalsafeguard.Itishopedthatthisstudycanprovidereferencefortheimprovement ofemployeemotivationinXianCountyandotherrelatedenterprises. KEYWORDS：Dong'eCountyMobileCompany；Incentivemechanism；Salary structure；Performanceappraisal III 目录 第一章绪论.................................................................................................................1 1.1研究背景和意义..............................................................................................1 1.1.1研究背景.............................................................................................................1 1.1.2研究意义.............................................................................................................2 1.2国内外文献综述..............................................................................................2 1.2.1国外研究现状.....................................................................................................2 1.2.2国内研究现状.....................................................................................................4 1.2.3研究评述.............................................................................................................5 1.3研究方法..........................................................................................................6 1.4研究思路与技术路线......................................................................................6 第二章理论基础.........................................................................................................9 2.1概念界定..........................................................................................................9 2.1.1激励.....................................................................................................................9 2.1.2激励机制............................................................................................................9 2.2理论基础........................................................................................................10 2.2.1期望理论..........................................................................................................10 2.2.2公平理论..........................................................................................................11 2.2.3综合激励模型..................................................................................................11 2.3小结................................................................................................................13 第三章东阿县移动公司激励机制的现状与问题...................................................14 3.1东阿县移动公司简介....................................................................................14 3.2东阿县移动公司人力资源基本情况............................................................15 3.3东阿县移动公司激励机制现状分析............................................................18 IV 3.3.1薪酬激励满意度分析......................................................................................18 3.3.2培训激励满意度分析......................................................................................19 3.3.3个人成长满意度分析......................................................................................20 3.3.4精神激励满意度分析......................................................................................21 3.4东阿县移动公司激励机制存在的问题........................................................23 3.4.1薪酬体系不合理..............................................................................................23 3.4.2绩效考核不完善..............................................................................................24 3.4.3培训机制不健全..............................................................................................24 3.4.4精神激励不充分..............................................................................................25 3.5小结................................................................................................................25 第四章东阿县移动公司激励机制的优化策略.......................................................26 4.1建立公平合理的薪酬体系............................................................................26 4.2建立科学的绩效考核体系............................................................................28 4.2.1完善考核评价体系...........................................................................................28 4.2.2优化绩效考核过程...........................................................................................30 4.3建立完善的员工培训体系............................................................................31 4.3.1加强培训需求分析...........................................................................................31 4.3.2优化培训内容...................................................................................................31 4.3.3改进培训方式...................................................................................................32 4.4加强员工精神激励........................................................................................33 4.4.1强化企业文化建设...........................................................................................33 4.4.2建立激励性的经营