【作者】 王鑫；

【导师】 姚聪莉；

【作者基本信息】 西北大学 ， 行政管理， 2008， 硕士

【摘要】 在中国社会转型的大背景下,如何建设一支高水平的教师队伍是高校发展的“瓶颈”问题,要解决好这个问题就需要对高校人力资源进行科学管理,通过科学的人力资源管理提高教师的工作积极性和工作效率。在高校人力资源管理中,激励是高校组织活力所在,更是高校组织整体运行的核心。为此,论文以完善高校人力资源管理中的激励机制为目的,对高校激励问题进行了深入探讨。论文综合运用了文献研究法、比较研究法、理论分析法以及数据模型研究方法。主要研究内容包括:(1)高校人力资源激励存在的问题;(2)高校人力资源特点分析;(3)高校人力资源存在问题的原因;(4)高校人力资源激励模型设计;(5)完善高校人力资源激励的主要途径和措施。论文首先分析了高校人力资源激励存在的问题,其次运用激励理论对高校人力资源进行了需要分析、动机分析以及职业发展目标分析,再次提出高校人力资源激励不完善的原因在于考核激励体系不健全,薪酬与绩效脱钩,目标激励不完善以及培训激励作用减弱等。然后根据对影响高校人力资源的激励因素进行导数分析构建高校人力资源管理的激励模型,最后基于激励模型的基础提出完善高校人力资源激励的思路和途径,主要包括:实行全面考核的激励;建立科学的薪酬激励体系,包括建立选择性薪酬体系以及完善延期分配制度;建立目标导向的职业生涯规划激励以及完善培训激励等。更多还原

【Abstract】 How to build high ranks of university teachers is a key issue to the university development on the background of China social transformation. Scientific management should be carried out on the university human resources in order to solve the problem. It is extremely important to give full play to human resources management actions in university which can improve teachers working initiation and working efficiency. Incentive is not only university organization vitality but also core of university organizational operation. So this assay makes great efforts on the research of university human resources incentive aiming to improve human resources management in university.This assay uses various research methods such as literature research comparison research、theory research and numeral models research .The contents of this assay conclude : (1) problems of university human resource incentive; (2)Analysis on the characteristic of university human resource; (3) the reasons that cause problems of the university human resources (4) human resource incentive models ;(5)approaches and measures of improving human resource incentive.At first, the assay analyzes the problems that exist in university human resource incentive. Secondly, the assay makes a analysis on university human resources’ needs、motivation and profession career development target by using of incentive theory. The third, the assay proposes the reasons why university human resources incentive is deficient including imperfection of evaluation incentive systems and targets incentive, the uncoordinated payment with achievements, the weakness of incentive training and so on. Then, the author establishes incentive model of university human resources management according to the factors that affect the university human resources incentive through derived number analysis. Lastly, this assay proposes comprehensive performance measurement incentive based on the incentive model and building scientific payment incentive systems which include building optional Payment systems and aim—oriented profession career incentive , improving put—off distribution systems and training incentive systems. These measurements provide the way of thinking and channels to improve university human resources incentive.更多还原