中国人寿保险有限公司薪酬管理研究论文

辽宁省高等教育自学考试 公司管理 专业（本科段） 毕 业 设 计（论 文） 设计题目：中国人寿保险有限公司薪酬管理研究 2015年8月

摘 要

随着物流运输行业的不断发展，物流市场的不断开放，中国物流企业不仅面临着国内市场的激励竞争，也将面临来自国际市场的挑战。寻求新的市场领域、拓展新的价值空间。同时，面临知识经济时代对企业制度和管理提出的新的要求。因此，对于企业内部人力资源管理，特别是员工激励因素的研究，有利于在知识经济的时代背景下，提升企业科学管理水平和企业竞争力，应对激励的市场竞争。市场竞争归根结蒂是人才竞争，实质上是企业人才机制的竞争。建立和完善基于企业战略的人力资源管理系统是培育企业核心竞争能力的需要，是实现企业战略目标的根本保证。员工激励体系是企业人力资源管理体系的重要组成部分，起着激发员工热情、培养员工责任感和敬业精神，发掘员工创造力与潜能的重要作用。

本文通过对鞍钢矿山汽车运输有限公司员工激励体系现状的分析，运用和借鉴企业员工激励领域的理论与实践成果，阐述了以薪酬激励、工作激励和情感激励为主要形式的员工激励体系。在辨析企业经营发展战略的基础上，采用访谈的分析方法，从结果入手提出了完善运输公司员工激励体系的建议和对策。希望为运输企业在完善员工激励体系建设方面的不断探索提供参考。

关键词：运输企业 激励体系 人才机制

I

Abstract

With the continuous development of logistics industry, logistics market increasingly open, logistics enterprises in China not only faces the domestic market to stimulate competition, will face the challenge of the international market. Seek new markets, develop a new value space. At the same time, facing the knowledge economy era of enterprise system and management put forward new requirements. Therefore, for the enterprise internal human resource management, especially the research of employee incentive factors, under the background of the era of knowledge economy, scientific management and enterprise competitiveness, cope with the incentive market competition. Market competition ultimately is the talent competition, is essentially the competition of talent mechanism of enterprises. To establish and perfect the human resource management system based on enterprise strategy is the need of cultivating enterprise core competitive ability, is the fundamental guarantee to realize enterprise strategic target. Staff incentive system is an important part of enterprise human resources management system, to play the inspire staff enthusiasm, cultivating employees sense of responsibility and professional dedication, explore the important role of employee creativity and potential.

This article through to anshan mine motor transport co., LTD., analyses the current situation of the staff incentive system, use and reference in the field of enterprise employees incentive theory and the

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practice achievement, this paper expounds the salary motivation, work motivation and emotion motivation as the main form of staff incentive system. On the basis of the analysis of development strategy of enterprise management, adopting the method of interview, from the results of the proposed advices and countermeasures of improving transportation company employees incentive system. Hope for the transport enterprises in improving the staff incentive system construction of continuously explore to provide the reference.

Key words: transportation enterprise, incentive system, talent mechanism

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目 录

摘要 ..................................................................................................... I Abstract ............................................................................................. II 第一章 引言 ...................................................................................... 1 1.1我国运输物流业发展的环境分析 ........................................... 1 1.2研究的目的 ............................................................................... 1 1.3研究的方法 ............................................................................... 1 第二章 激励理论综述 ...................................................................... 3 2.1激励员工的内涵 .................................................................................. 3 2.2国内激励理论研究内容和方法....................................................... 3 2.3激励体系的新发展 ............................................................................. 5 第三章 鞍钢汽车运输有限公司简介 ...................................................... 6 第四章 鞍钢汽车运输有限责任公司激励机制存在的主要问题 ... 9 4.1激励机制执行力度不够 .................................................................... 9 4.2绩效考核流于形式、员工缺乏竞争意识 .................................. 10 4.3薪酬激励水平不高，激励形式过于单一 .................................. 11 4.4不重视企业文化的激励作用 ......................................................... 13 第五章 改进激励机制问题的对策 ................................................ 14 5.1提高激励机制执行力度 .................................................................. 14 5.2严格执行绩效考核制度，提高员工竞争意识 ......................... 14 5.3改进薪酬激励水平不高，激励形式过于单一的方案 ............ 16

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