I 摘要 商务酒店是酒店行业的重要组成部分。在近年来的快速发展中，由于缺少对人力 资本管理和员工激励的重视，本土商务酒店普遍面临员工高流失率、员工工作怠慢、职 业认识不足等问题，导致酒店人事结构不稳定、人才缺失严重、公司绩效不稳定，严重 制约到其行业竞争力提升与健康发展。因此，完善的激励机制对于提高员工的主动性 和创造性，稳定人才队伍具有关键作用，也是众多商务酒店亟待解决的现实问题。 鉴于此，本文以中卫ZT商务大酒店为研究对象，基于对该酒店人力资源管理和现 行员工激励制度的实地调查数据，运用定性和定量相结合的方法重点剖析了该商务酒 店员工激励机制的现状、问题及原因，提出了科学合理的激励优化策略和具体实施保 障措施。研究结果表明，中卫ZT大酒店员工激励机制主要存在薪酬设计不合理、绩效 管理不科学、晋升制度不完善、培训力度不足、企业文化建设不到位和沟通机制缺乏等 问题。 其中，行业管理理念落后；企业在管理过程中过于关注成本、管理手段强硬、对激 励的认识不足、不重视企业文化；员工综合素质低、缺少职业规划、身体状况差，是产 生这些问题的主要原因。酒店员工激励机制的进一步优化，需要严格把握坚持以人为 本、公平性、竞争性、全员和重点相结合、物质与非物质相结合、正负激励相结合及按 需激励等原则，从绩效、薪酬、晋升和其他激励四个方面进行了激励机制设计，要将绩 效激励作为激励机制构建的起点，将薪酬激励、晋升激励及其他激励跟绩效激励有机 连接起来。此外，为了确保激励机制的有效运行，酒店应该做好完善KPI 目标制定机 制、完善招聘和退出机制、发挥企业文化的推动作用、定期评估激励方案等保障工作。 关键词：中卫ZT大酒店；员工；激励机制；优化措施 ABSTRACT III ABSTRACT Business hotels are an important part of the hotel industry. In the rapid development in recent years, due to the lack of attention to human capital management and employee incentives, local business hotels generally face problems such as high staff turnover, slow work, and lack of professional awareness, resulting in unstable hotel personnel structure and serious talent shortage. 2. The unstable performance of the company severely restricted its competitiveness and healthy development. Therefore, how to build and improve the staff incentive mechanism is the key to hotel retention and improvement of staff, initiative and creativity, and it is also a practical problem that many business hotels need to solve urgently. In view of this, this article takes Zhongwei ZT Business Hotel as the research object, based on field survey data of the hotel's human resource management and the current employee incentive system, using a combination of qualitative and quantitative methods to analyze the existence of the employee incentive mechanism of the business hotel. The problem and the reasons for it, and then he status quo, problems and reasons of hotel staff incentive mechanism, put forward scientific and reasonable incentive optimization strategies and specific implementation guarantee measures. The research results show that the ZT Hotel's employee incentive mechanism mainly has problems such as irrational salary design, unscientific performance management, inadequate promotion system, insufficient training, insufficient corporate culture construction and lack of communication mechanisms. Among them, the industry management concepts are backward; companies pay too much attention to costs, strong management methods, insufficient awareness of incentives, and do not pay attention to corporate culture in the management process; low comprehensive quality of employees, lack of career planning, and poor physical conditions are the main causes of these problems the reason. Further optimization of hotel staff incentive mechanism needs to strictly adhere to the principles of people-oriented, fairness, competitiveness, the combination of all employees and key incentives, the combination of material and non-material, the combination of positive and negative incentives, and on-demand incentives. The design of the incentive system is based on four aspects: performance incentives, salary incentives, promotion incentives, and other incentives. Performance incentives should be used as the starting point for constructing incentive mechanisms, and pay incentives, promotion incentives, and other incentives should be organically linked to performance incentives. In addition, To ensure the effective operation of incentives, hotels should do a good job in improving the KPI 西北农林科技大学硕士学位论文 IV target setting mechanism, improving the recruitment and exit mechanism, giving play to the role of corporate culture, and regularly evaluating incentive programs. KEY WORDS: Zhongwei ZT hotel; Employees; Incentive mechanism; Safeguard measures 目录 V 目录 摘要 ............... I ABSTRACT .............................. III 第一章 绪论 ............................. 1 1.1 研究的背景、目的和意义 .......................... 1 1.1.1 研究的背景 ....... 1 1.1.2 研究的目的 ....... 2 1.1.3 研究的意义 ....... 2 1.2国内外研究现状 ............ 3 1.2.1国外研究现状 .... 3 1.2.2国内研究现状 .... 4 1.2.3研究述评 ............ 5 1.3研究内容 ........................ 6 1.4研究思路与研究方法 .... 6 1.4.1研究思路 ............ 6 1.4.2研究方法 ............ 6 第二章 理论基础 ..................... 8 2.1 相关概念 ....................... 8 2.1.1 商务型酒店 ....... 8 2.2激励及激励机制 ............ 8 2.2.1激励 .................... 8 2.2.2激励的过程 ........ 9 2.2.3激励机制 ............ 9 2.3理论基础 ...................... 10 2.3.1需求层次理论 .. 10 2.3.2公平理论 .......... 11 2.3.3期望理论 .......... 11 2.3.4成就激励理论 .. 12 2.3.5管理中引入激励机制重要作用 ..... 12 第三章 中卫ZT大酒店员工激励机制现状 ....... 14 3.1 中卫ZT大酒店概况 .. 14 3.1.1 中卫ZT大酒店基本情况 .............. 14 3.1.2中卫ZT大酒店员工状况 ............... 14 3.2中卫ZT大酒店现行激励机制 .................. 16 3.2.1激励机制的内容 ............................. 16 3.2.2现行的激励制度 ............................. 17 3.3中卫ZT大酒店员工调查结果分析 .......... 19 3.3.1调查问卷设计与说明 ..................... 19 西北农林科技大学硕士学位论文 VI 3.3.2样本概况 .......... 20 3.3.3员工激励调查结果分析 ................. 20 第四章 中卫ZT大酒店员工激励机制存在的问题及原因分析 ...... 25 4.1中卫中泰大酒店激励机制存在的问题 ..... 25 4.1.1薪酬设计不合理 ............................. 25 4.1.2绩效管理不科学 ............................. 26 4.1.3晋升制度不完善 ............................. 28 4.1.4企业文化建设不到位 ..................... 29 4.1.5沟通渠道不畅 .. 30 4.2激励问题的原因分析 .. 30 4.2.1行业的管理理念相对落后 ............. 30 4.2.2中卫ZT大酒店管理方面的原因 ... 31 4.2.3员工方面的原因 ............................. 33 第五章 中卫ZT大酒店员工激励机制优化措施及保障 .................. 35 5.1激励的原则 .................. 35 5.1.1以人为本原则 .. 35 5.1.2公平原则 .......... 35 5.1.3竞争性原则 ...... 36 5.1.4重点激励和全员激励相结合原则 . 36 5.1.5物质激励和精神激励相结合原则 . 36 5.1.6正负激励结合原则 ......................... 37 5.1.7按需激励原则 .. 37 5.2激励机制的优化措施 .. 37 5.2.1绩效激励 .......... 37 5.2.2薪酬激励 .......... 40 5.2.3晋升激励 .......... 43 5.2.4沟通激励 .......... 44 5.2.5其他激励 .......... 44 5.3实施的保障 .................. 45 5.3.1实施中遇到的障碍 ......................... 45 5.3.2保障措施 .......... 45 第六章 展望与不足 ................. 48 6.1展望 .............................. 48 6.2不足之处 ...................... 48 附录 ............ 49