电缆公司铜线分厂一线员工激励机制研究与设计

【作者】 孙青；

【导师】 易学东；

【作者基本信息】 大连理工大学 ， 工商管理， 2003， 硕士

【摘要】 中国入世后，随着国际资本的大量涌入，中国越来越可能成为世界制造中心，技能型的高级人才是需求的重点之一。作为一个企业，要想在市场经济的大潮中求发展，关键是要有一支好的人才队伍，而好的人才队伍中，除了优秀的智能型人才外，还要有一支高素质的技能型人才队伍，即一支在技术上能够适应高新科技发展的技工队伍。而据我国统计资料显示，在1/3明亏或潜亏企业中，80％的原因在于内部管理和工人操作技术不过关。每年因操作技术问题造成生产事故导致的经济损失达千亿元之多。因此对生产企业而言，要出一流的产品，仅有一流的设计是不够的，还需要有一流的技师。然而，我国技术工人现状却令人担忧。如今在我国城镇企业1.4亿职工中，技术工人只占一半即7000万人。其中初级技工占60％左右，中级技工占35％，高级技工仅为5％。与发达国家高级技工占到40％左右相比，其差距不言而喻。鲁能泰山电缆股份有限公司作为国有大型企业，于97年上市。虽然，股权结构发生了变化，但计划经济模式下形成的上述问题依然很严重。特别是近几年，随着内退员工的增加，一线员工技能偏低的问题更为突出，因此如何在企业内部建立起一套行之有效的一线员工激励机制，至关重要。 本文以激励理论为依据，通过对电缆公司铜线分厂现行激励机制状况的调查研究和系统分析，同时借鉴国内外成功企业的经验，运用理论联系实际的方法，就如何完善确立符合一线员工实际需要的激励机制进行探讨，进而设计制定出铜线分厂一线员工激励机制的具体方案。更多还原

【Abstract】 After China enter the WTO, China may become the manufacturing center of the world with the pouring in of a large amount of international capital and the advanced skillful talents become one of the major demands. If an enterprise wants to have development among the tide of market economy, the key is to have a good talent team. While as a good talent team, there should be excellent brainy talents and skillful talents with high qualities, i.e. a team of skillful talents who are suitable to the advanced scientific and technological development. According to the statistical data, the main course of 1/3 losing enterprise is inner management and weak operation. Every year, the loss aroused by weak operation is more than 100 billion Yuan. So, for a manufacturing enterprise, it is not enough to have high-class design for high-class products, but also high-class technicians. However, skilled worker’s current situation of our country is troubling. Nowadays, among the urban enterprise workers, skilled workers account for half peoples only. Among them elementary skilled workers account for about 60%, the intermediate skilled worker accounts for 35%, the senior skilled worker is only 5%. Compared with the developed country whose technicians are about at 40%, the disparity speaks for itself. As a state-owned large-scale enterprise, our company was listed in 1997. Although the stock right is changing, the above-mentioned problems formed by planned economy are still serious. Especially in recent years, with the increases of retreating staff, the problem of weak skill of first line staff becomes more outstanding. So, how to set up one set of effectual staff system inside enterprise is essential.In the text, we regard encouraging theory as basis, analyse on the current encouraging system of copper wire workshop of our company, use the experience of domestic and abroad successful enterprise as reference, use the method of theory integrating with practice, discuss the encouraging system which is actual need for the first line staff, and then design the abstract plan for the copper wire workshop.更多还原