【正文】 華中科技大學(xué)本科生畢業(yè)設(shè)計 論文題目：基層供電企業(yè)員工激勵機(jī)制的研究 學(xué) 院：遠(yuǎn)程繼續(xù)教育學(xué)院 專 業(yè)：工商管理 姓 名：崔恒磬 完成日期： 2021 年 2 月 摘 要 隨著 21 世紀(jì) 智能電網(wǎng)、堅強(qiáng)智能電網(wǎng)的供電新技術(shù)時代的到來， 以及 電力市場競爭機(jī)制的日趨完善， 知識密集型和技術(shù)密集型 的 基層供電企業(yè)將面臨更加激烈的市場競爭 。競爭將凸顯為人才的競爭，原有在自然壟斷時期建立的企業(yè)員工激勵機(jī)制明顯滯后，已有的物質(zhì)激勵機(jī)制的作用日益弱化，要想贏得競爭優(yōu)勢，必須將人力資源 管理從戰(zhàn)術(shù)管理地位轉(zhuǎn)向戰(zhàn)略管理的高度，樹立“以人為本”的管理觀念，從滿足員工多層次、多元化需要出發(fā)，最大限度地激發(fā)員工的主動性、積極性和創(chuàng)造性，探索建立有效的激勵機(jī)制，建立一套完善的激勵機(jī)制，以激發(fā)職工的潛能。 本文的研究方法是：研究其人力資源管理的特點和不足。結(jié)合其他行業(yè)的優(yōu)秀企業(yè)以及國外供電行業(yè)的先進(jìn)管理經(jīng)驗，綜合考慮我國供電企業(yè)的自身特點，提出具有可操作性的改革意見。最后，評估改革措施對供電企業(yè)人力資源管理工作的影響。 本文結(jié)合基層供電企業(yè) 員工激勵的現(xiàn)狀，指出了基層供電企業(yè)激勵機(jī)制中存在的問題和原因， 從解 決實際問題的角度出發(fā)，運(yùn)用科學(xué)的激勵理論，探討基層供電企業(yè)在激勵機(jī)制方面的變革與創(chuàng)新，有針對性地提出了對策和措施，使基層供電企業(yè)得到全面、可持續(xù)的發(fā)展 ，從而實現(xiàn) 國家電網(wǎng)公司提出了以“三個建設(shè)”為保證，全面推進(jìn)“兩個轉(zhuǎn)變”，建設(shè)“一強(qiáng)三優(yōu)”現(xiàn)代公司的發(fā)展戰(zhàn)略目標(biāo)。 關(guān)鍵詞：供電企業(yè)； 激勵機(jī)制； 人力資源；以人為本 Abstract With the development of smart grid and strong smart grid, petition mechanism of electric market bee better and better. Basic unit power supply enterprises, who are knowledgeintensive and technologyintensive, will encounter with more fierce market petition， in which talent petition is the core. The original is in natural monopoly during the establishment of the enterprise staff incentive mechanism obvious lag, existing material incentive mechanism is increasingly weakened, want to gain petitive advantage, must take the human resources management from the strategic management status to strategic management, to establish peopleoriented management concept, from staff to meet the multilevel, diversified needs, utmost ground arouses staff39。s initiative, enthusiasm and creativity, to explore the establishment of an effective incentive mechanism, establish a set of perfect incentive mechanism, to stimulate the potential of employees. The research starts with the study of the characteristics of the domestic power supply enterprises. And with result of the analysis of the structure of the power supply enterprises and the data from survey, the improvement advices can be concluded. This bination of basic level power supply enterprise employees status, points out the basic power supply enterprise incentive mechanism existence question and the reason, from the viewpoint of solving practical problems, using the scientific theory of motivation, discusses basic power supply enterprise incentive mechanism in the reform and innovation, puts forward the countermeasure and measure, make basic level power supply enterprises have a prehensive, sustainable development, thus achieving the national grid pany put forward a three building as the guarantee, advance in the round two change, build one strong 3 actor in modern pany39。s development of strategic objectives. Keywords: power supply enterprise。 incentive mechanism。 human resources。 peopleoriented 目 錄 摘 要 ...............................................................................................................................................II Take to ............................................................................................................. 錯誤 !未定義書簽。 1 引言 ............................................................................................................................................. 1 1． 1 選題的背景 .................................................................................................................... 1 1． 2 研究的目的 .................................................................................................................... 1 1． 3 研究問題與研究方法 .................................................................................................... 1 1． 4 本文的結(jié)構(gòu) .................................................................................................................... 2 2 國內(nèi)外研究現(xiàn)狀 ......................................................................................................................... 3 2． 1 國外研究現(xiàn)狀 ................................................................................ 錯誤 !未定義書簽。 2． 2 國內(nèi)基層供電企業(yè)的員工激勵模式 ............................................................................ 4 3 基層供電企業(yè)員工激勵的不足 ................................................................................................. 6 4 基層供電企業(yè)激勵機(jī)制研究的框架與方法 .............................................................................. 6 4． 1 研究框架 ........................................................................................................................ 6 基層供電企業(yè)目標(biāo)體系 ....................................................................................... 7 誘導(dǎo)因素集合 ....................................................................................................... 7 個人因素集合 ........................................................................................................ 7 研究方法 .......................................................................................................................... 8 分配制度 ............................................................................................................... 8 行為規(guī)范 ............................................................................................................... 8 信息溝通 ............................................................................................................... 8 5 基層供電企業(yè)激勵機(jī)制研究結(jié)果 ............................................................................................. 8 5 基層供電企業(yè) 員工激勵問題的建議 ....................................................................................... 10 樹立以人為本的激勵機(jī)制 ............................................................................................ 10 建立現(xiàn)代薪酬分配體系 ................................................................................................ 10 實行結(jié)構(gòu)工資制 .................................................................................................. 10 重視利用非財務(wù)性報