刘建-修改稿.doc

民营企业人力资源中员工激励机制的研究
摘要
21世纪是知识经济的时代,与工业经济时代相比,人才问题受到了前所未有的高度重视,企业间的竟争与其说是产品、技术等方面的竞争,不如说是人与人之间的较量,人才的数量和质量决定了企业的发展。在人才竞争呈现国际化、全球化的今天,我国的民营企业如何吸引人才、留住人才,是关系到企业能否实现持续、稳健发展的重要问题。而解决这个人力资源管理问题的关键就是要建立与完善民营企业的员工激励机制,以达到吸引外来人才、留住优秀人才、激励有用人才、提高组织效率的作用。
本文是在明确民营企业内涵的基础上,首先对激励机制的相关概念、激励机制的内容体系进行了系统分析:其次,对民营企业员工激励机制现状、存在的问题等方面进行了深入分析,从而强化对民营企业员工激励机制的认识:最后,针对民营企业员工激励机制存在的问题,以科学的管理激励理论为指导,同时结合民营企业实际制定出相应的策略,并且对未来的员工激励进行了展望。
关键词:民营企业,激励,激励机制,策略,展望。
Abstract
The 21st century is the era of knowledge-based economy, pared with the era of industrial economy, the issue of talents has been an unprecedented level attention, not so much between enterprises peting products, technology and other aspects petition, as it is a contest between people , talent determines the quantity and quality of the development of enterprises. petition for talent show internationalization and globalization of today, China's private enterprises on how to attract and retain qualified personnel, is related to the ability of the business to achieve sustained and steady development of important issues. The solution to this critical human resource management issues is to establish and perfect the staff of private enterprises incentives to attract more foreign talent, retain talent, motivate useful talents, enhance the role anizational efficiency.
This article is a clear connotation of private enterprise, based on the first incentives related to the concept of incentives to the contents of the system were analyzed: Secondly, the right incentives for private enterprise employees the status quo, existing problems and other aspects of the in-depth analysis, which strengthen the incentives for private enterprise employees knowledge: Finally, incentives for private enterprise employees problems in the management of Western theory of motivation as a guide, combined with the actual development of private enterprises to the corresponding strategy and future employees to stimulate the outlook.
Key Words: Private