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KSCI公司90后员工激励因素研究_硕士毕业论文DOC

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文本描述
摘要
摘要
近些年,随着企业的发展,企业员工年轻化逐步发展成为一种趋势,众多国
有企业也纷纷追求员工年轻化。特别是在国有企业自主招聘中,较年轻的应聘者
综合素质、能力得到了进一步提高,导致国有企业招聘中“35岁定律”表现得
尤为明显。很多国有企业在招聘中设置35岁门槛,可以看出,国有企业更愿意
为经验较少但学习能力强的年轻人提供机会。自21世纪起,90后陆续涌入职场,
90后员工,接受信息速度之快、接受信息之广,是80后员工都无法比拟的,90
后员工喜欢张扬自己的个性,对生活有明确的追求,同时也更看重当下的满足。
对于国有企业来说,90后的加入,虽然在一定程度上为企业增添了新的活力与
生机,但与此同时,传统的人力资源管理模式也迎来了新的考验和挑战。如何运
用激励政策和方法留住90后员工并激发其工作热情和潜力,是当下国有企业急
需研究和探讨的问题。
本篇文章通过研究国内外激励理论的相关知识,选择KSCI公司90后员工作
为研究对象,运用文献研究、问卷调查等相结合的方式,对90后员工满意度进
行调查,通过数据收集、分析,找出KSCI公司目前存在薪酬体系不完善、绩效
考核不健全、员工职业生涯缺失、培训机制不合理、忽视了企业文化等问题,并
从企业内部因素及外部环境找出产生问题的原因,如公司领导不重视、公司内部
管理不健全等。最后,结合文献、相关理论及实际经验对问题提出对策,建议搭
建合理的薪酬、绩效评价体系,树立科学的职业生涯规划,持续的培训机制,建
立深入人心的企业文化。以上,有利于进一步改善KSCI的激励因素,推动KSCI
公司强化激励机制,增强公司治理。提高工作效率,从而为调动国有企业90后
员工的工作积极性及热情提供了一定的参考。
关键词:国有企业;90后员工;激励因素。
I

Abstract
Abstract
In recent years, with the development of enterprises, younger employees have
gradually become a trend, and many state-owned enterprises also pursue younger
employees. Especially in the independent recruitment of state-owned enterprises, the
comprehensive quality and ability of younger applicants have been further improved,
leading to the "35-year-old law" in the recruitment of state-owned enterprises is
particularly obvious. Many State-Owned enterprises set a 35-year-old threshold for
recruitment, indicating that state-owned enterprises are more willing to offer
opportunities to young people with less experience but strong learning ability. Since
the 21st century, post-90s employees have been pouring into the workplace. The
speed and breadth of information received by post-90s employees are unmatched by
post-80s employees. Post-90s employees like to make their personalities known, have
a clear pursuit of life, and also pay more attention to the satisfaction of the present.
For state-owned enterprises, the joining of post-1990 generation has added new
vitality and vitality to the enterprises to a certain extent, but at the same time, the
traditional human resource management mode has also faced new tests and challenges.
How to use incentive policies and methods to retain post-90s employees and stimulate
their work enthusiasm and potential is an urgent problem for state-owned enterprises
to study and discuss.
By studying the relevant knowledge of incentive theory at home and abroad, this
paper selected the post-90s employees of KSCI Company as the research object, and
investigated the satisfaction of post-90s employees by means of literature research,
questionnaire survey. Through data collection and analysis, Find out the problems
existing in KSCI company at present, such as imperfect salary system, imperfect
performance evaluation, staff career loss, unreasonable training mechanism, neglect
of corporate culture, and find out the causes of the problems from the internal factors
and external environment of the company, such as the company leaders do not pay
attention to the company's internal management is not sound, etc.. Finally, based on
II

Abstract
the literature, relevant theories and practical experience, countermeasures are put
forward to solve the problems. It is suggested to build a reasonable salary and
performance evaluation system, establish a scientific career planning, continuous
training mechanism, and establish a popular enterprise culture. The above is
conducive to further improving the incentive factors of KSCI, promoting KSCI
companies to strengthen the incentive mechanism and enhance corporate governance.
Improve work efficiency, so as to mobilize the state-owned enterprises after 90
employees work enthusiasm and enthusiasm to provide a certain reference.
Key words: state-owned enterprises; Post-90s employees; Motivators.
III
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