改革开放至今已经40年，我国社会主义市场经济取得了前所未有的成就，经济发展 速度让世界瞩目，2018年我国国民生产总值已达到900,309亿元。根据国际货币基金组织 数据，我国目前已是全球第二大经济体、第一大工业国、第一大农业国和第二大服务业国。 民营企业作为我国社会主义市场经济的重要组成部分，不仅创造了经济总量约60%的GDP， 还贡献了约50%的税收，同时，还为社会提供了约80%的就业岗位，可见，民营企业对国 民经济发展起到了举足轻重的作用。 然而，随着市场竞争的不断加剧以及全球经济一体化，民营企业的发展面临国内和国 际的双重竞争压力，经济效益下滑和人才流失已经成为许多民营企业发展的共性问题，如 何在激烈的市场竞争中脱颖而出已经成为民营企业生存和发展的重要课题，因此，企业管 理水平提升的重视程度明显增加，民营企业也逐渐意识到人力资源管理对企业管理水平的 提高和完善的重要性，员工激励机制作为人力资源管理的核心内容已经成为企业提高效益 和核心竞争力的关键。 本文是以ZM建设公司作为研究对象的案例型研究文章，主要采用了文献研究法、文 件查阅法、访谈调研法三种研究方法，通过收集ZM建设公司相关文件和政策制度,找出现 有的员工激励机制存在的问题和员工满意度欠佳的原因，并结合需求层次理论、双因素理 论、公平理论等国内外著名的相关激励理论进行分析和总结，制定出一套科学合理的员工 激励机制优化方案，然后对新的方案的实施效果进行评估，优化后的激励措施不仅提高了 员工的工作积极性，而且还提高了公司的核心竞争力，同时也为其他民营企业员工激励机 制的建设和完善提供参考，起到一定的借鉴作用。 本文共分为七个部分。第一部分是绪论。说明了本文的研究背景及研究的目的和意义， 通过国内外文献综述阐述了国内外相关激励理论，并介绍了本文研究的内容及方法。第二 部分是相关理论基础论述。首先阐述了激励及激励机制的概念、类型和作用，并介绍了国 外著名的五大激励理论，为ZM建设公司员工激励机制的优化设计打下了理论基矗第三 部分是阐述ZM建设公司的员工激励机制现状。具体介绍了ZM公司的发展历程、组织结构、 员工基本情况，通过访谈的形式深入调查了公司员工激励机制现状以及存在的问题，并分 析了问题产生的原因。第四部分是ZM建设公司员工激励机制优化方案的主要内容。首先 分析了员工激励机制优化的意义和目标，然后明确了员工激励机制的优化思路和原则，最 后对ZM建设公司员工激励机制进行了优化设计，分别从ZM建设公司薪酬激励、绩效考核 激励、晋升激励、员工培训激励和职业规划管理、精神激励、差异化激励、拓宽沟通渠道 激励等七个方面对优化措施进行了详细的阐述。第五部分是员工激励机制优化措施的实 施。首先做好员工激励机制实施前期准备工作，然后做好实施过程中的有效监督和信息沟 通，并确保员工激励机制实施的连续性，最终达到预期的激励效果。第六部分是ZM建设 公司员工激励机制优化方案实施效果。对比员工激励机制优化措施实施前后的差异，无论 II 是员工的工作积极性还是公司的核心竞争力都通过优化措施得到了大幅提高，体现了优化 方案的完善性和科学性。第七部分是本文的结论、启示和展望。随着ZM建设公司员工激 励机制的不断完善和调整，员工的积极性和归属感空前高涨，公司的利润和营业额均有不 同程度上涨，最终为公司的可持续发展打下了坚定的基矗 研究结果表明，随着人力资源管理在民营企业中的地位越来越高，员工激励机制作为 人力资源管理的核心内容已经成为提升企业竞争力的重要手段，对民营企业的生存和发展 至关重要，科学合理的员工激励机制不仅提高了员工工作积极性，留住了人才，而且还促 使企业效益的大幅增加，从根本上促进了企业快速健康的发展。 关键词：ZM建设公司；民营企业；激励；员工激励机制；激励措施 III Abstract It has been 40 years since reform and opening up, and China's socialist market economy has made unprecedented achievements. The speed of economic development has caught the world's attention. In 2018, China's GDP reached 90,300.9 billion yuan. According to the international monetary fund, China is now the world's second largest economy, the largest industrial country, the largest agricultural country and the second largest service country. As an important part of China's socialist market economy, private enterprises not only create about 60% of the GDP of the total economy, but also contribute about 50% of the tax revenue. At the same time, they also provide about 80% of the jobs for the society. It can be seen that private enterprises play a decisive role in the development of the national economy. However, with the deepening of market competition and global economic integration, the development of private enterprises is facing the double pressure of competition, domestic and international economic downturn and brain drain has become many common problems in the development of private enterprises, how to stand out in the fierce market competition has become the important task to private enterprise survival and development, therefore, the attention of the enterprise management level increased significantly, private enterprises also gradually realized that human resources management to improve the enterprise management level and the importance of perfect, As the core content of human resource management, employee incentive mechanism has become the key for enterprises to improve efficiency and core competitiveness. This article is based on ZM construction company as the research object of case study, mainly adopts the literature research, file access method, interview investigation method, three kinds of research methods, through the collection construction of ZM company policy system and related documents, find some problems existing in the staff incentive mechanism and the cause of the poor employee satisfaction, and combining the demand level theory, two-factor theory, equity theory at home and abroad famous paper summarizes and analyzes relevant incentive theory, develop a set of scientific and reasonable employee incentive mechanism optimization scheme, and then to evaluate effect of the new scheme, The optimized incentive measures not only improve the work enthusiasm of employees, but also enhance the core competitiveness of the company. At the same time, they also provide reference for the construction and improvement of employee incentive mechanism in other private enterprises. This paper is divided into seven parts. The first part is the introduction. This paper explains the research background, purpose and significance of this paper, expounds relevant incentive theories at home and abroad through literature review, and introduces the content and methods of IV this paper. The second part is the relevant theoretical basis. Firstly, the concept, type and function of incentive and incentive mechanism are expounded, and five famous incentive theories abroad are introduced, which lays a theoretical foundation for the optimal design of employee incentive mechanism in ZM Construction Company. The third part expounds the current situation of employee incentive mechanism of ZM Construction Company. The development history, organizational structure and basic information of EMPLOYEES of ZM company are introduced in detail. The status quo and existing problems of the employee incentive mechanism of the company are investigated in depth through interviews, and the causes of the problems are analyzed. The fourth part is the main content of the employee incentive mechanism optimization scheme of ZM Construction Company. First analyzes the meaning of employee incentive mechanism optimization and goals, and then the optimization ideas and principles of employee incentive mechanism, the construction of ZM company employees incentive mechanism were optimized, respectively from the ZM construction company salary incentive, performance evaluation, promotion incentives, employee training and career planning management, the spirit of incentives, differentiated motivation, broadening the channels for communication motivation on seven aspects, such as the optimization measures are detailed in this paper. The fifth part is the implementation of staff incentive mechanism optimization measures. First of all, do a good job in the preliminary preparation for the implementation of the employee incentive mechanism, and then do a good job in the implementation process of effective supervision and information communication, and ensure the continuity of the implementation of the employee incentive mechanism, and finally achieve the expected incentive effect. The sixth part is the implementation effect of employee incentive mecha