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Essay代写:The influence of incentive mechanism on human resources

2018-04-11 | 来源:51due教员组 | 类别:Essay代写范文

下面为大家整理一篇优秀的essay代写范文- The influence of incentive mechanism on human resources,供大家参考学习,这篇论文讨论了激励机制对人力资源的影响。从心理学的角度来说,通过激励措施来满足人的某种需求,那么人的潜能也会被最大程度的激发出来。所以,科学的激励机制是一门管理艺术。在企业中,人力资源管理的激励机制主要是以产权的激励为核心,辅助以薪酬、职位晋升和名誉的激励等基本的激励方式,通过对员工进行物质的激励与非物质的激励来实现对企业的员工的鼓励和激发。

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In the process of continuous development of social economy in our country, any one unit to be strong, do big, do the best, a complete and perfect the incentive mechanism is indispensable, it for the long-term development of enterprises play a vital role. Good incentive mechanism can improve business unit employees work enthusiasm and efficiency, also can promote the better and faster the goal of enterprises, so as to speed up enterprises in the market competition. Enterprises human resources management in our country, the use of incentive mechanism is also more and more, the incentive mechanism for the process of our country's enterprises human resources management is playing an increasingly important role.

From the psychological point of view, people's potential can be aroused to the greatest extent through stimulating measures to meet some people's needs. Therefore, the scientific incentive mechanism is a management art. In our country's enterprises, the incentive mechanism of the goal is to maximize the profit of enterprises, and the main object of incentive mechanism is the enterprise employees, according to the level, including senior management, middle managers and ordinary staff. In the current enterprises, human resources management incentive mechanism mainly based on property rights incentive as the core, auxiliary to pay incentives, promotion incentive and reputation incentive basic incentives, such as through to the employees on material incentive and non-material incentive to implement the enterprise staff encouragement, inspire, guide, checks and naturalization. Therefore, managers should carefully observe the employee's hierarchy of needs, and grasp the way to give play to the role of incentives in the process and timing, to guide the worker will intelligence to use the correct path of development for the enterprise, give full play to their initiative, enthusiasm and creativity, in order to achieve the goal of enterprise development.

Long-term since, our country enterprise unit of incentives is a single, material reward and job change incentives play an important role for a long time, want to play to the role of the spiritual motivation and honor motivation, and requires a lot of objective conditions, so common in our country enterprise unit there is a lack of salary incentive mechanism, enterprise culture incentive effect is limited, the problem such as training incentive mechanism is not mature. Therefore, it is of great significance for the development of Chinese enterprises to explore the proper use of incentive mechanism.

It depends on how hard you work, and the size of your effort depends not just on the individual, but on the level of stimulation you get from the outside world. Therefore, a complete and sound incentive mechanism plays an important role in mobilizing employees' enthusiasm and has a very significant meaning and function to the development of enterprise units. William of Harvard University? Professor James studies have found that employees only need to play to the ability of 20% ~ 30% can keep your job will not be fired, if encouraged by right, he will play the ability of 80% ~ 90%, and the gap is because motivating factors. So, a good incentive mechanism can maximize stimulate enterprise unit the potential of employees, promote employees to use their talent and wisdom, improve business unit staff's work enthusiasm; A good incentive mechanism can influence the development of human resources of enterprises, can attract some excellent talents, can increase the employees of the enterprises to extend the time of their work in the enterprise, for the enterprise keep good, have the ability of employees.

The incentive mechanism is conducive to creating a better competitive environment, strengthening the motivation of employees' work and motivating employees to be motivated. The incentive mechanism can fully utilize the human resources of the enterprise to maximize the role of human resources and enhance the enthusiasm of employees. The role of incentive mechanism in human resource management is analyzed with the example of han xin. At one time, han xin took 1,500 soldiers to battle with chu. The chu army was defeated and returned to the camp. Han xin sorted out the troops and returned to the base camp. When the row to a hillside, there is a back army to report, said that there are troops of the chu army. The dust in the distance, the sound of death. The han army was already very tired, and the team broke down. When han xin went to the top of the hill, he saw that he had less than five hundred to ride, and he rushed to meet the enemy. He ordered three soldiers in a row, resulting in two more. He then ordered five soldiers to row in a row, resulting in three more. He ordered the soldiers to row seven more, and the result was two more. Han xin immediately announced to the soldiers: "our army has 1,073 warriors, the enemy is less than 500, we are commanding, and we will be able to defeat the enemy. As expected, the enemy did not fight and the han army won.

Haier group can prosper long, its excellent incentive mechanism has played a great role. The famous "slope ball theory" in the incentive system is most praised. The "slope ball theory" is that the ball on the slope is like an individual employee, the ball around the stage representing the development of the staff, and the slope represents the scale of enterprise development and the degree of market competition. According to this theory, the haier group adopt the way of "three workers coexist" to reform the human resource, good work can be a good employee, do wrong can be converted to qualified staff or trial staff. A set of "survival of the fittest" approach of maximum inspired haier employees' sense of crisis and sense of responsibility, supplemented by training incentive, material incentive means, make the enterprise continuously stimulate the vitality of the new development.

Therefore, the incentive mechanism plays a very important role in the management of human resources in enterprises.

Although China's economic development is getting better and better, there are still many problems in the incentive mechanism of enterprises in China. Of our country's enterprises pay incentive mechanism in enterprises is unreasonable and unfair phenomenon, exist some employees pay a labor and employee income unequal phenomenon exists. Take the annual average salary of employees in different jobs in north China petrochemical company from 2004 to 2008 as an example, as shown in table 1:

The wage income from the above table, we can see that business unit staff salary income is relatively low, although some jobs in the range of the employee's wage growth is bigger, but between employees at all levels of the wage difference is bigger, at the bottom of the employees' pay is larger, but the pay is low, it reflects the enterprise unit pay is unreasonable and unfair phenomenon exist, employees pay a labor and employee income unequal phenomenon exists. The welfare incentive mechanism of enterprise unit is not perfect, but there are also irregularities. The incentive mechanism of some enterprise units is single, and the enthusiasm and initiative of the staff are decreased. Efficiency and performance of some enterprises don't have adequate assessment index system of human nature, nor do the scientific appraisal system, some appraisal way and even does not conform to the actual problem, and so on.

The management art of the manager is not high. Some enterprises have complicated internal staff, many administrative levels, and the distribution of benefits between formal staff and external employees, and the management wisdom of leaders is always tested. It is difficult to form a stable workforce because the leaders have a complicated and complicated relationship of interests, lack of concern for employees, and lack of spiritual encouragement for heavy material incentives.

The training mechanism is not perfect. After entering WTO for more than ten years, there are still many enterprises that believe in "bringing doctrine", and do not want to provide enough manpower, material resources and financial resources for internal training. According to the survey, 90% of enterprises in China do not have a perfect training system. Forty-three percent of businesses don't have a dedicated training department, and the human resources department is responsible for managing basic businesses such as employee files. Many enterprises that carry out internal training have not started from the training needs of employees. There is no on-the-spot investigation and research, which leads to the lack of enthusiasm of staff training and the lack of incentive culture.

The reasons for the problems in human resource management of enterprise units in our country are analyzed as follows:

The application of incentive mechanism in human resource management is limited by the scale of enterprise development, and the scale of enterprise's development has a great influence on the perfection and perfection of the incentive mechanism. The concept and consciousness of human resource management in enterprise units are not strong, and the concept of incentive mechanism plays a weak role in human resource management. The construction of enterprise culture is not perfect, the influence is low; Insufficient understanding of the needs of enterprise employees; The communication between the various departments of the enterprise is not smooth and so on.

Enterprise unit managers should change their ideas and strengthen their awareness of the influence of incentive mechanism on human resource management. Aiming at the existence of enterprise unit pay unreasonable allocation, enterprises should establish a scientific and reasonable effective pay adjustment mechanism, performance indicators to determine employees' pay; Set up a scientific and effective and humanized employee's performance appraisal mechanism, everything should start from the reality; Establish and perfect the incentive mechanism of the enterprise, so that the incentive mode can be diversified, so as to improve the enthusiasm and initiative of the staff. Enterprises to improve the company's welfare system, ensure enterprise staff's basic benefits, at the same time, provides various employee benefits, for example, the welfare of the company housing, traffic benefits, paid vacation benefits, health insurance benefits, and so on.

Of course, material incentives are not omnipotent, and other incentives are needed to stimulate the stimulation of employees. Emotional motivation can be used, "the person who knows the person is dead, the female is the person of yue oneself", sometimes, the manager a word of encouragement, will be the motivation that motivates the employee to progress continuously. For example, "send warm and cool" activities. Sometimes, a simple action can make employees appreciate the enterprise, so as to stimulate the enterprise and promote the enthusiasm of the work. In addition, there are various methods such as image motivation and mental stimulation.

The competition of modern enterprises is the competition of talents, and the key of talent competition lies in the development and improvement of incentive mechanism. Incentive as a important way of human resource management in our enterprises, is China's enterprises in human resources management can not lack of part of for the development of our country's enterprises has a very important role. Only for employees to create the perfect development platform, the establishment of attractive incentive mechanism, give full play to the staff's enthusiasm, initiative and creativity, to promote the development and expansion of enterprises in our country, to be in an impregnable position in the fierce competition.

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