重庆理工大学
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日期：2022年 5月 28日
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日期：2022年 5月 28日
日期：2022年 5月 28日

摘要
摘要
随着我国市场经济的持续发展，企业之间的竞争也越来越白热化，而这其中人
力资源已经成为企业提高竞争力的关键因素。怎么才能将内部人力资源要素转换成
外部竞争力，就成了很多企业面临的困境，作为国有企业的Z公司也遇到了同样的
问题。要想激发企业内部活力，提高综合竞争力，实现高质量发展，就必须重视员
工主动性、积极性、创造性的改善和提升。因此，研究与其关联性最大的机制之
一—员工激励机制，对企业现有的激励机制提出有效的整合、创新和完善，努力探
索并构建一套更全面的激励体系优化方案就显得尤为必要。
本论文以Z公司作为研究对象，结合关于员工激励的相关理论，采用文献分析、
比较分析、问卷调查、实地访谈等研究方法，对Z公司正在运行的激励制度进行研
究，发现其激励机制存在薪酬激励缺乏科学性、考核机制不完善、培训工作滞后于
企业发展、职业发展体系建设严重不足、激励机制传统，缺乏长效性等问题。在此
基础上分析总结，主要是因为Z公司没有树立现代人力资源管理理念、领导和员工
的重视性不够、企业内部沟通不畅，制度宣传不到位、忽视员工的发展和需求等主
客观方面造成的。
基于以上分析，本文认为对Z公司的激励机制进行改进完善就非常有必要，其
目标是帮助Z公司深化企业体制机制改革、激发员工干事创业激情、提升企业竞争
力，实现更高质量的发展。本文提出建立“竞争性、差异性、保障性、长效性”的
四位一体的激励机制，从岗位价值及薪酬改革、绩效考核、职业发展及培训、中长
期激励等几方面入手，提出了具体的改进措施，并在此基础上提出相应的保障举措，
希望能为Z公司的激励机制的改革提供一定的借鉴意义，帮助企业实现稳定长远的
发展。
关键词：激励机制；国有企业；竞争力；员工
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Abstract
Abstract
With the continuous development of China's market economy, competition among
enterprises has become increasingly fierce, in which human resources have become a key
factor for enterprises to improve competitiveness. How to convert internal human
resources elements into external competitiveness has become a dilemma faced by many
enterprises, including state-owned enterprise Z Company. To stimulate the internal vitality
of the enterprise, effectively transform the management, improve the comprehensive
competitiveness and achieve high-quality development, it is necessary to pay attention to
the improvement and enhancement of the initiative, motivation and creativity of the
employees' work, and to study the employee incentive mechanism as one of the most
relevant. It is especially necessary to propose effective integration, innovation and
improvement of the existing incentive mechanism of Company Z, and try to explore and
build a more comprehensive incentive system optimization plan.
This thesis takes Company Z as the research object, combines the relevant theories
about employee motivation, uses comparative analysis, questionnaires, field interviews and
other research methods to study the motivation system being implemented in Company Z.
It was found that there were many problems with the incentive mechanism of the company,
including the lack of scientific salary incentive, imperfect assessment mechanism, training
work lagging behind the development of the company, serious deficiency in the
construction of career development system, traditional incentive mechanism, lack of
longevity and so on. Through analysis and conclusion, it was found that the main reasons
are lack of modern human resource management concept, weak leadership and staff
attention, poor communication within the company, limited promotion of the system, and
neglect of the development and needs of the staff in subjective and objective aspects.
According to the above analysis, this paper considers it necessary to improve the
incentive mechanism of Company Z. The objective is to help Company Z deepen the
reform of its corporate system, build harmonious labor relations, stimulate employees'
passion for entrepreneurship, improve the competitiveness and achieve high-quality
development. This paper proposes to establish a four-in-one incentive mechanism of
"competitiveness, differentiation, security and long-term effectiveness", and elaborates on
five aspects, including job value and salary reform, performance assessment, career
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