I 摘要 近年来，我国培训行业获得了长足的发展，各类性的培训机构数量不断增加，尤 以中小学教育培训机构居多，在弥补学校教育不足，优化教育资源分配中发挥着重要 的作用。我国培训机构存在发展不均衡现象，东部地区教育培训机构数量众多，并形 成了上海、杭州、南京等多个中心。大城市教育培训机构的市场虽然广阔，但也面临 着非常严峻的竞争态势。以杭州为例，作为教育培训机构密布的大市，杭州教育培训 机构包括国际培训机构的杭州分支机构、杭州本土著名教育培训机构以及新兴中小教 育培训机构。对教育培训机构而言，教师队伍是最为核心的资源，教师队伍总量的丰 富性以及队伍整体的专业性、稳定性，对教育培训机构的可持续发展有着非常重要的 影响，因此，必须加强教师队伍的人力资源管理。现代管理思想将人力资源视作企业 的宝贵财富，注重人力资源价值的开发，而人力资源管理则是充分实现人力资源价值 的重要手段。企业人力资源管理是一项系统性工作，涵盖人力资源规划、岗位分析与 设计、人力资源培训与开发等多个层面的内容，其中，激励机制在人力资源管理中占 据着重要的位置。科学有效的激励机制，不仅可以最大限度地调动人力资源的工作积 极性，对企业的战略发展也有着重要的影响。 论文以杭州S培训机构为例，探讨了人力资源管理中激励机制的完善对策。 论文共六个部分，第一部分为绪论，介绍了研究的背景与意义，从人力资源管理、 激励机制两个层面对国内外研究做了综述，介绍了论文研究的方法；第二部分为核心 概念与理论基础，剖析了民办培训机构、人力资源管理、激励机制等概念的内涵，将 战略人力资源理论、激励理论作为理论基础；第三部分杭州S培训机构人力资源管理 中的激励机制现状，简单介绍了杭州S培训机构的发展历程以及课程设置、师资队伍， 借助问卷调查、访谈调查把握了杭州S培训机构人力资源管理中激励机制的现状，如 建立了基层员工考核体系、注重物质激励作用的发挥、开展了基层员工职业规划工作、 实施了薪酬多级标准设计；第四部分为杭州S培训机构人力资源管理中激励机制的问 题。从员工薪酬满意度、员工发展前景、企业激励方法以及企业文化认同四个维度分 析了杭州S培训机构人力资源管理中激励机制的问题；第五部分为杭州S培训机构人 力资源管理中的激励机制完善对策，主张从教师岗位薪酬结构多样化、教师薪酬福利 形式多样化、发挥薪酬管理协同作用来健全人力资源薪酬体系，从加强教师职业规划 指导培训、职业技能素养培训以及职业晋升指导帮助来优化人力资源晋升渠道，从协 同物质激励与精神激励、实施短期激励与长期激励、完善目标激励与竞争激励、开展 任务激励与荣誉激励来创新企业激励方式，从夯实尊师重教的企业文化、注重教师队 摘要 II 伍的人文关怀、改进培训机构的领导方式来建立以人为本的企业文化；第六部分为结 语，总结了全文的观点，对未来研究做了展望。 关键词：培训机构人力资源管理激励机制 Abstract III Abstract Inrecentyears,China’strainingindustryhasachievedconsiderabledevelopment,and thenumberofvarioustraininginstitutionshasbeenincreasing,especiallyinprimaryand secondaryeducationandtraininginstitutions,whichplayanimportantroleinmakingup forthelackofschooleducationandoptimizingtheallocationofeducationalresources.The developmentoftraininginstitutionsinmycountryisuneven.Therearealargenumberof educationandtraininginstitutionsintheeasternregion,andmanycentershaveformedin Shanghai,Hangzhou,andNanjing.Althoughthemarketforeducationandtraining institutionsinbigcitiesisvast,theyarealsofacingveryseverecompetition.Take Hangzhouasanexample.Asalargecitywithdenselypopulatededucationandtraining institutions,HangzhoueducationandtraininginstitutionsincludeHangzhoubranchesof internationaltraininginstitutions,well-knownlocaleducationandtraininginstitutionsin Hangzhou,andemergingsmallandmedium-sizededucationandtraininginstitutions.For educationandtraininginstitutions,theteacherteamisthemostcoreresource.Therichness ofthetotalnumberofteachersandtheoverallprofessionalismandstabilityoftheteam haveaveryimportantimpactonthesustainabledevelopmentofeducationandtraining institutions.Therefore,itmustbestrengthened.Humanresourcemanagementofthe teachingstaff.Modernmanagementthinkingregardshumanresourcesastheprecious wealthoftheenterpriseandfocusesonthedevelopmentofhumanresourcevalue,while humanresourcemanagementisanimportantmeanstofullyrealizethevalueofhuman resources.Enterprisehumanresourcemanagementisasystematicwork,coveringhuman resourceplanning,jobanalysisanddesign,humanresourcetraininganddevelopmentand otherlevels.Amongthem,theincentivemechanismoccupiesanimportantpositionin humanresourcemanagement.Ascientificandeffectiveincentivemechanismcannotonly maximizetheenthusiasmofhumanresources,butalsohasanimportantimpactonthe strategicdevelopmentofenterprises. ThethesistakesHangzhouStraininginstitutionasanexampletodiscusstheperfect countermeasuresofincentivemechanisminhumanresourcemanagement. Thethesisconsistsofsixparts.Thefirstpartistheintroduction,whichintroducesthe backgroundandsignificanceoftheresearch.Itsummarizesdomesticandforeignresearch fromthetwolevelsofhumanresourcemanagementandincentivemechanism,and Abstract IV introducestheresearchmethodsofthethesis;thesecondpartisthecoreconceptIt analyzestheconnotationoftheconceptsofprivatetraininginstitutions,humanresource management,incentivemechanism,etc.,andtakesthestrategichumanresourcetheoryand incentivetheoryasthetheoreticalbasis;thethirdpartisthecurrentsituationofincentive mechanisminthehumanresourcemanagementofHangzhouStraininginstitutions,simple IntroducedthedevelopmenthistoryofHangzhouStraininginstitutions,curriculum settings,andfaculty.Withthehelpofquestionnairesandinterviews,wegraspedthestatus quoofincentivemechanismsinHangzhouStraininginstitutions'humanresource management,suchasestablishinganassessmentsystemforgrassrootsemployeesand focusingontheroleofmaterialincentives.Thecareerplanningworkofgrassroots employeeswasbroughtintoplayandcarriedout,andthemulti-levelsalarystandard designwasimplemented.Thefourthpartisabouttheincentivemechanisminthehuman resourcemanagementofHangzhouStraininginstitution.Fromthefourdimensionsof employeesalarysatisfaction,employeedevelopmentprospects,corporateincentive methods,andcorporateculturalidentity,theissueofincentivemechanisminthehuman resourcemanagementofHangzhouStraininginstitutionisanalyzed;thefifthpartisthe incentivemechanismofhumanresourcemanagementinHangzhouStraininginstitution Improvethecountermeasures,advocatethediversificationofteacherpostsalarystructure, thediversificationofteachersalaryandwelfareforms,theuseofsalarymanagement synergytoimprovethehumanresourcessalarysystem,andtheenhancementofteacher careerplanningguidancetraining,vocationalskillstrainingandcareerpromotionguidance assistancetooptimizeHumanresourcespromotionchannels,fromcoordinatingmaterial incentivesandspiritualincentives,implementingshort-termincentivesandlong-term incentives,perfectingtargetincentivesandcompetitiveincentives,carryingouttask incentivesandhonorincentivestoinnovatecorporateincentivemethods,from consolidatingthecorporatecultureofrespectingteachersandvaluingeducation,and focusingonThehumanisticcareoftheteachingstaffandtheimprovementofthe leadershipofthetraininginstitutionstoestablishapeople-orientedcorporateculture;the sixthpartistheconclusion,summingupthepointsofthefulltext,andlookingforwardto futureresearch. Keywords:TraininginstitutionsHumanresourcemanagementExcitationmechanism 目录 V 目录 第1章绪论....................................................................................................................1 1.1研究背景..................................................................................................................1 1.2研究意义.................................................................................................................2 1.3文献综述.................................................................................................................2 1.3.1国内文献综述...............................................................................................2 1.3.2国外文献综述..............................................................................................4 1.3.3国内外文献述评..........................................................................................6 1.4框架结构..................................................................................................................6 1.5研究方法.......................................................................................................