現(xiàn)代企業(yè)管理中的員工激勵(lì)問(wèn)題

摘要：全球化的市場(chǎng)競(jìng)爭(zhēng)，使得企業(yè)特別關(guān)注員工的激勵(lì)。一是因?yàn)閱T工是企業(yè)最重要的資源，人力資源投入的程度和效果明顯影響著企業(yè)的競(jìng)爭(zhēng)力；二是如今最劇烈的競(jìng)爭(zhēng)是人才的競(jìng)爭(zhēng)，人才爭(zhēng)奪戰(zhàn)愈演愈烈。
如何留住人才是一個(gè)永恒的企業(yè)管理課題。所有企業(yè)都必須面對(duì)一個(gè)矛盾：如何解決員工欲望的不斷膨脹和薪酬的相對(duì)穩(wěn)定。在這個(gè)變革的時(shí)代，面對(duì)企業(yè)員工欲望后面的永恒難題，筆者認(rèn)為，最重要的是如何確立企業(yè)的價(jià)值體系和企業(yè)的整體激勵(lì)機(jī)制，建立行之有效的企業(yè)創(chuàng)新激勵(lì)教育機(jī)制，強(qiáng)化對(duì)職工的潛能開(kāi)發(fā)。
當(dāng)今,企業(yè)競(jìng)爭(zhēng)日趨激烈,每個(gè)企業(yè)都在對(duì)員工進(jìn)行各式各樣的激勵(lì),以使企業(yè)在市場(chǎng)競(jìng)爭(zhēng)中立于不敗之地,但有相當(dāng)一部分企業(yè)員工激勵(lì)機(jī)制并不科學(xué),不完善。如何有效的通過(guò)科學(xué)的激勵(lì)機(jī)制調(diào)動(dòng)員工的積極性、創(chuàng)造性,成為企業(yè)管理重要課題。
二十一世紀(jì)的企業(yè)競(jìng)爭(zhēng)，歸根到底是人才的競(jìng)爭(zhēng)，只有將企業(yè)的員工緊密團(tuán)結(jié)在一起，激發(fā)出他們的工作熱情和內(nèi)在潛力，使他們把自己的智慧、能力和需求與企業(yè)的發(fā)展目標(biāo)結(jié)合起來(lái)去努力、去創(chuàng)造、去革新，才能使企業(yè)健康發(fā)展。本文從有效激勵(lì)的作用、有效激勵(lì)應(yīng)注意的問(wèn)題及如何進(jìn)行有效激勵(lì)等幾方面入手，結(jié)合企業(yè)發(fā)展實(shí)際，闡述了作者獨(dú)特的看法，對(duì)企業(yè)人力資源管理者具有實(shí)際運(yùn)用價(jià)值。 
激勵(lì)就是通過(guò)滿足員工的需要而使其努力工作，從而實(shí)現(xiàn)組織目標(biāo)的過(guò)程。管理工作中十分重要的一部分是對(duì)人的管理，人力資源管理主要是通過(guò)激勵(lì)來(lái)實(shí)現(xiàn)的。怎樣運(yùn)用有效的方法和手段最大限度地激發(fā)下屬的積極性、主動(dòng)性和創(chuàng)造性，以保證組織目標(biāo)的實(shí)現(xiàn)，已成為今天人力資源管理中主要的課題。 
關(guān)鍵詞：國(guó)有企業(yè)；知識(shí)型員工；激勵(lì)；人力資源；需求因素；激勵(lì)策略
The management of modern enterprise staff incentive problems

【Abstract】: the globalization of competition in the market, make the enterprise pay special attention to the employees. One is because the enterprise staff is the most important resource, human resource input and the extent of the effect of significantly affect the competitiveness of enterprises; two is now the most intense competition is the competition of talents, the talent contends for battle rage.
How to retain talent is an eternal subject of enterprise management. All enterprises must face a paradox: how to solve the employees desire expand ceaselessly and pay relatively stable. In this era of change, facing the enterprise staff desires behind the eternal problem, the author thinks, the most important is how to establish the enterprise value system and the whole of the enterprise incentive mechanism, establish effective incentive mechanism of the enterprise innovation education, strengthening on the worker's potential development.
Nowadays, enterprises increasingly fierce competition, each enterprise are on the staff of every kind of incentive, in order to make the enterprise is in market competition remain invincible, but have quite one part enterprise employees incentive mechanism is not scientific, not perfect. How to effectively through scientific incentive mechanism to mobilize staff enthusiasm, creativity, becomes the business management the important topic.
Twenty-first Century the enterprise competition, in the final analysis is the competition of talents, only the enterprise staff work closely together, arouse their work enthusiasm and the immanent latent capacity, make their own wisdom, ability and demand and the development goal of the enterprise by combining efforts, to create, to innovate, to make the healthy development of enterprises. From the effective incentive effect, effective incentive problems should be paid attention to and how to carry out effective incentive aspects, combined with the actual business development, expounds the unique view, human resources management of enterprise has the actual application value.
Motivation is by meeting their needs and make them to work hard, so as to achieve the goals of the organization. Management is a crucial part in the management, human resource management is mainly realized through incentive. How to use the effective methods and means to maximize stimulate subordinate enthusiasm, initiative and creativity, to ensure that the goals of the organization, has become a major issue in human resource management.
【Keywords】: state-owned enterprise; knowledge workers; incentive; human resources; demand; incentive strategy

 
目錄
一、緒論 1
二、企業(yè)對(duì)員工激勵(lì)中存在的問(wèn)題 1
（一）以錢為本,重才輕德式的激勵(lì)。 2
（二）墨守成規(guī),大鍋飯式的激勵(lì)。 2
（三）不授權(quán)式的激勵(lì)。 2
（四）期望過(guò)高式的激勵(lì)。 3
（五）薪酬結(jié)構(gòu)不合理滿意度低。 3
（六）人才培養(yǎng)和選拔上主觀隨意性大。 3
（七）忽視了知識(shí)型員工的特性。 3
三、有效激勵(lì)的作用 4
（一）調(diào)動(dòng)員工的積極性 4
（二）留住企業(yè)優(yōu)秀人才 4
四、有效激勵(lì)應(yīng)注意的問(wèn)題 4
（一）了解員工激勵(lì)的特點(diǎn)和員工的真正需求 5
1、基礎(chǔ)性工作必須完善 5
2、精神激勵(lì)不容忽視 5
3、激勵(lì)不等于獎(jiǎng)勵(lì) 5
4、獎(jiǎng)勵(lì)失敗也是激勵(lì) 6
（二）運(yùn)用“三位一體”的思維方法 6
（三）制定有效激勵(lì)政策 6
（四）合理分析企業(yè)中三類員工 7
1、年齡較大,收入較高。 7
2、追求機(jī)會(huì)者。 7
3、追求發(fā)展者。 7
（五）確保激勵(lì)的公正性 7
（六）物質(zhì)激勵(lì)和精神激勵(lì)相結(jié)合,正負(fù)激勵(lì)相結(jié)合 8
（七）構(gòu)造員工分配格局的合理落差 8
1、重視人本管理 8
2、培育創(chuàng)新文化 8
3、激勵(lì)性薪酬體系 9
4、職業(yè)發(fā)展規(guī)劃 9
五、企業(yè)員工激勵(lì)策略 9
（一）建立科學(xué)合理的薪酬和績(jī)效考核體系 9
（二）轉(zhuǎn)變管理觀念，根據(jù)企業(yè)戰(zhàn)略目標(biāo)指導(dǎo)員工職業(yè)規(guī)劃 10
（三）增強(qiáng)管理柔性，為員工創(chuàng)造良好的工作環(huán)境 10
（四）加強(qiáng)對(duì)知識(shí)型員工的教育培訓(xùn),注重員工個(gè)體成長(zhǎng) 10
六、如何進(jìn)行有效激勵(lì) 11
（一）堅(jiān)持以人為本的原則，真誠(chéng)對(duì)待員工 11
（二）了解員工需求，進(jìn)行有針對(duì)性的激勵(lì) 11
（三）建立科學(xué)的、公正的激勵(lì)機(jī)制 12
（四）科學(xué)分析企業(yè)的工作崗位 12
（五）建立科學(xué)的績(jī)效管理體系 12

參考文獻(xiàn) 14