【作者】 刘力；

【导师】 林汉川；

【作者基本信息】 对外经济贸易大学 ， 工商管理， 2007， 硕士

【摘要】 企业核心员工是指拥有企业所需的核心技术和技能、掌握企业核心业务、控制企业关键资源、具有“无法替代”的技能或专长、对企业长远发展产生深远影响、处于企业关键岗位上的员工,他们是企业取得竞争优势的基石。随着中国加入WTO和全球经济一体化进程的加快,人力资源管理在企业管理中的地位和作用与日俱增,针对核心员工采取恰当的激励机制、提高企业核心竞争力已成为我国企业的紧迫任务。通过对企业高层管理者的调研,论文总结了衡量企业核心员工的六条标准,认为只要满足任一条标准的员工就是企业的核心员工。目前国内外对核心员工的研究大多将核心员工同一化、不作细分,导致企业对核心员工的管理没有针对性,产生薪酬系统不合理、缺乏完善的激励方案等问题。这些问题产生的直接后果是核心员工工作不积极、不主动、工作效率低下,流失现象严重。从企业管理的角度看,核心员工管理的无针对性导致企业对核心员工的无效控制,最终使企业人力资源管理风险加大。因此,对核心员工的差异化研究从企业管理实践的角度看具有重要的现实意义,它将为企业人力资源管理实践提供重要的理论基础。从管理心理学的角度出发,论文分析了核心员工的特质,说明企业存在不同类型的核心员工,他们之间存在差异化需求。针对不同的核心员工应采取不同的管理模式和激励机制,才能最终确保企业竞争优势的持久性增长。在对当前企业核心员工及其激励机制文献回顾的基础上,借鉴Lepark和Snell对企业员工的划分,用人力资本战略价值和独特性对企业核心员工的概念重新定位,将核心员工细分为权威型、关系型、任务型、创新性、魅力型等五种。企业在激励核心员工的过程中,针对不同的核心员工应采取不同的激励手段,使激励效用最大化。通过对相关企业不同类型核心员工需求的实证研究,本文对核心员工需求层次理论的假设进行了初步验证。最后,本文通过对核心员工差异化需求及差异化管理方法的研究得出:企业有效的人力资源管理机制在于针对性的激发员工的高层次需求,这一结论必将对企业核心员工管理(配置、培训与开发、激励与考核)工作给与指导。更多还原

【Abstract】 Core staff is the person who has the technology and skill that the enterprise needed, deals the core business, controls the core resources in the enterprise, has some technology or specialty that can’t be instead of, makes a profound influence for the enterprise’s development and on the key position in the enterprise. With china’s entry into WTO and the rapid process of globalization, it is necessary to adopt the incentive mechanism for employees in order to increase the core competence of enterprises.The former researching mostly treats the core staff as the same, and most of them have no pertinence of human resources to manage of core staff, with unfair compensation system, they are no prefect encouragement scheme. All of that made core staff work with no passion, and made the company lost core staff usually, and made the risk of control of human resources increased. These questions were come from manage core staff with no difference. So the paper advice the emphasis of human recourse work is treating core staff with difference that will be good to human resources management practice.With incentive mechanism evolutionary process and managerial psychology, the paper analyzed Characteristic property of the core staffs and explained there have different core staffs in company. To ensure the enterprises’competitive advantages, the company must take the different incentive mechanism based different core staffs. Basing on the researching of core staffs and the incentive mechanism, the paper use the theory of Lepark and Snell which divide the employee of company into four category with uniqueness of human capital and value of human capital to redefine the core staff. To analyze the common Characteristic property of the core staffs, the paper made the core staff as five categories as Authority core staff, Relations core staff, Mission core staff, Innovation core staff and Charm core staff. To different core staff, we must take the different incentive mechanism. By Demonstration studies of the core staff in different companies, the paper have carried out verification on the hypothesis of the core staff’s Need arrangement.Based on the analyzing of the differentiation of demanding and the differentiation incentive mechanism of core staffs, we made a conclusion, the most incentive to the core staffs is their higher needing. That will be useful for managing core staffs.更多还原