中小企业员工激励存在的问题及对策研究—以国资商贸为例

摘要

薪酬难以起到激励的作用、精神激励缺乏、对基层人员重使用轻培养、绩效考核流于形式、激励缺乏针对性、企业文化建设不够等问题；根据国资商贸超市的实际状况，根据相关激励理论提出相应的提升绩效体系的改进建议，主要是通过完善绩效考核制度、薪酬福利方案设计、提供个人发展平台、加强超市文化建设等。

本文通过对国资商贸超市基层员工激励体系的研究，我们能够对国资商贸超市基层员工激励体系的改进形成一定的实践依据，进而提升对基层员工的管理能力，同时也为其他的同类企业提供激励体系改进的参考和借鉴。找到企业的员工激励存在的问题，其次根据问题，理论结合实际，找出符合企业发展的有效解决问题的方法。针对现在经济发展迅速，各企业在巨大的竞争压力下，对企业自己内部员工的激励和制约机制存在的主要问题进行分析和研究，并找到相对较好的对策。每个企业发展各有不同，企业文化也不同，根据管理的目的是在经济学与人本思想指导下，通过激励管理形式对组织内外相关人力资源进行有效运用，满足组织当前及未来发展的需要，保证组织目标实现与成员发展的最大化。

关键词：激励机制；人力资源管理；企业管理；

ABSTRACT

Salary is difficult to play the role of incentive, lack of spiritual motivation, the use of grass-roots personnel light training, performance appraisal formality, incentive lack of targeted, enterprise culture construction is not enough, such as the actual situation of XX supermarket, according to the relevant incentive theory to put forward the corresponding improvement of performance system suggestions, mainly through the improvement of performance appraisal system , Pay and Benefit program design, provide personal development platform, strengthen the construction of supermarket culture, etc., and finally put forward the summary of the full text. Through the research on the incentive system of the grassroots staff of the state-funded commercial supermarkets, we can form a certain practical basis for the improvement of the incentive system of the grassroots staff of the state-funded commercial supermarkets, and then improve the management ability of the grassroots staff, and also provide reference and reference for the improvement of the incentive system for other similar enterprises. Find out the problems existing in the employee incentive of the enterprise, secondly, according to the problem, the theory combined with the actual, find out the effective problem solving method in line with the enterprise development. In view of the rapid economic development, enterprises under the great competitive pressure, the enterprise's own internal staff incentive and restriction mechanism of the main problems of the analysis and research, and find a relatively good countermeasure. Each enterprise development is different, the enterprise culture is also different, according to the management aim is under the guidance of economics and humanism, through the incentive management form to the organization internal and external related human resources to carry on the effective use, satisfies the organization present and the future development need, guarantees the organization goal realization and the member development maximization.

Key words: incentive mechanism; human resource management; enterprise management; enterprise Brain drain countermeasures

目录

摘要2

ABSTRACT3

一、 我国人力资源激励问题的探究1

（一） 研究背景与意义1

（二） 企业激励员工制度国内外发展趋势1

二、 我国中小企业管理激励员工存在的问题及影响2

（一） 我国中小企业的激励问题2

（二） 制约我国中小企业管理激励制度发展的宏观环境运用PEST分析3

三、 企业存在员工激励问题的解决对策4

（一） 企业自身建立合理的激励机制4

（二） 对于员工的激励6

四、 企业在实施激励过程中注意的问题7

（一） 激励就是奖励7

（二） 同样的激励机制不适用于任何人7

（三） 只要激励机制建立起来，激励机制就会实现7

（四） 激励的公平性7

总结8

参考文献9