太钢炼铁厂激励机制研究
摘要
随着社会的进步和科技的发展,世界各国的竞争焦点已经发生转移,早期的与物有关的竞争已转移至与人有关的人力资源的竞争。而一个企业乃至一个国家,如何能够吸进人才,留住人才,开发人才,应用人才,是与人才的激励机制息息相关的。
进入二十一世纪以来,我国的钢铁行业快速发展。但是,由于产品质量、种类较少、高端产品较少、产品成本较高等原因,再加上金融危机的影响,使得钢材产量相对过剩,从而使得我国钢材在国际市场上的竞争日益激烈。在此种情况之下,要想摆脱企业困境,赢得市场竞争的胜利,很大程度上还是得依靠人的作用。为此,新时期竞争的焦点依然是人力资源的竞争,或者说是激励机制的竞争。太钢炼铁厂要想在新的竞争中取得胜利,依然需要对激励机制进行科学地分析和不断地完善。
西方国家的激励理论和我国学者关于激励机制的研究为本文分析和研究炼铁厂的激励机制提供了理论基础。虽然近年来太钢炼铁厂的激励机制在不断的改革,但是仍然有很多地方是与激励理论相违背的,在实际生产中起到了负激励作用。为此,本文较为深刻地学习和较为全面地介绍了相关的激励理论和我国学者的研究,并以此作为研究太钢炼铁厂激励机制的理论基础。
在国内外理论研究的基础之上,本文结合太钢炼铁厂的实际情况,认真地分析了太钢炼铁厂激励机制的优点和不足之处。指出了激励机制应遵循的基本原则,并且针对不同的激励机制存在的问题,分别予以新的设计,而且有些激励机制在实践中已经应用,并且取得了不错的实际效果。
但是由于太钢炼铁厂的实际情况,本文只能对该厂激励机制存在的问题进行提纲性质的设计。更加详细的,针对不同阶层的激励机制的设计还有待于进一步的研究。
The competition between countries has been changed from the early substance to the current human being with the development of the society and the science. Motivation mechanism is closely linked for a company or even a country to recruit the talents, to keep them, to develop new talents, to give them the positions. Therefore, it seems much more important to study the motivation mechanism in 21st century.
Since the beginning of the 21st century, the steel industry has developed rapidly. On the other hand, the production is relatively overmuch leading Chinese steel products into a more and more scorching competition at the international market due to less grades of steel, less high-tech products, higher production costs and impact of the financial crisis. In this case, we must rely on the employees to get our company out of the trouble to win the markets because all the competition is for the better employees. So, the core of the competition in latest times is on the human resources or motivation mechanism. However, the motivation mechanism shall be analyzed scientifically and modified successively to win the new competition.
The incentive theory from the west countries and Chinese scholars provide this article with the base in theory about the analysis and research on the motivation mechanism at Iron-making Plant. Although the motivation mechanism at Iron-making Plant has been changing for recent years,there are still the cases that contradict the incentive theory .It sometimes goes completely opposite way with negative functions on the steel production. Therefore the article offers deeper study and introduces more comprehensively the relevant theory of incentives together with the research results from Chinese scholars. Hopefully it will become the base to study the incentive system at Iron-making Plant TISCO.
On the base of the theoretical study from both China and abroad, combined with the practical institutions of Iron-making Plant TISCO, this article analyzes carefully the advantages and disadvantages of the motivation mechanism at Iron-making Plant TISCO. With regard to the different problems on the motivation mechanism, this article indicates the general incentive principle to be followed, newly designs the system with full use of the principle. Some of the new designs have been applied practically with not bad results achieved.
This article can only design on the motivation mechanism concentrating on the main points due to the existence of the actual production of Iron-making Plant TISCO. Further detailed research on the motivation mechanism with regard to different classes is to be done later.
进入二十一世纪以来,我国的钢铁行业快速发展。但是,由于产品质量、种类较少、高端产品较少、产品成本较高等原因,再加上金融危机的影响,使得钢材产量相对过剩,从而使得我国钢材在国际市场上的竞争日益激烈。在此种情况之下,要想摆脱企业困境,赢得市场竞争的胜利,很大程度上还是得依靠人的作用。为此,新时期竞争的焦点依然是人力资源的竞争,或者说是激励机制的竞争。太钢炼铁厂要想在新的竞争中取得胜利,依然需要对激励机制进行科学地分析和不断地完善。
西方国家的激励理论和我国学者关于激励机制的研究为本文分析和研究炼铁厂的激励机制提供了理论基础。虽然近年来太钢炼铁厂的激励机制在不断的改革,但是仍然有很多地方是与激励理论相违背的,在实际生产中起到了负激励作用。为此,本文较为深刻地学习和较为全面地介绍了相关的激励理论和我国学者的研究,并以此作为研究太钢炼铁厂激励机制的理论基础。
在国内外理论研究的基础之上,本文结合太钢炼铁厂的实际情况,认真地分析了太钢炼铁厂激励机制的优点和不足之处。指出了激励机制应遵循的基本原则,并且针对不同的激励机制存在的问题,分别予以新的设计,而且有些激励机制在实践中已经应用,并且取得了不错的实际效果。
但是由于太钢炼铁厂的实际情况,本文只能对该厂激励机制存在的问题进行提纲性质的设计。更加详细的,针对不同阶层的激励机制的设计还有待于进一步的研究。
The competition between countries has been changed from the early substance to the current human being with the development of the society and the science. Motivation mechanism is closely linked for a company or even a country to recruit the talents, to keep them, to develop new talents, to give them the positions. Therefore, it seems much more important to study the motivation mechanism in 21st century.
Since the beginning of the 21st century, the steel industry has developed rapidly. On the other hand, the production is relatively overmuch leading Chinese steel products into a more and more scorching competition at the international market due to less grades of steel, less high-tech products, higher production costs and impact of the financial crisis. In this case, we must rely on the employees to get our company out of the trouble to win the markets because all the competition is for the better employees. So, the core of the competition in latest times is on the human resources or motivation mechanism. However, the motivation mechanism shall be analyzed scientifically and modified successively to win the new competition.
The incentive theory from the west countries and Chinese scholars provide this article with the base in theory about the analysis and research on the motivation mechanism at Iron-making Plant. Although the motivation mechanism at Iron-making Plant has been changing for recent years,there are still the cases that contradict the incentive theory .It sometimes goes completely opposite way with negative functions on the steel production. Therefore the article offers deeper study and introduces more comprehensively the relevant theory of incentives together with the research results from Chinese scholars. Hopefully it will become the base to study the incentive system at Iron-making Plant TISCO.
On the base of the theoretical study from both China and abroad, combined with the practical institutions of Iron-making Plant TISCO, this article analyzes carefully the advantages and disadvantages of the motivation mechanism at Iron-making Plant TISCO. With regard to the different problems on the motivation mechanism, this article indicates the general incentive principle to be followed, newly designs the system with full use of the principle. Some of the new designs have been applied practically with not bad results achieved.
This article can only design on the motivation mechanism concentrating on the main points due to the existence of the actual production of Iron-making Plant TISCO. Further detailed research on the motivation mechanism with regard to different classes is to be done later.
引文
[1]刘希珍,王梅,人力资源开发与管理,天津大学出版社,2008.3
[2]张玉茜,TG钢铁公司专业技术人员激励机制研究,硕士论文,天津大学,2006.12
[3]中国工程咨询网,2009年我国钢铁行业发展趋势及投资建设情况简析
[4]仁贵义,炼铁学(上),北京:冶金工业出版社,2004.1:1~2
[5]中国钢铁行业现状及发展趋势,http://www.hengxujx.com/news/shownews.asp?id=4,2008.3.27
[6]徐兆铭,企业绩效与激励机制:战略的观点,中国税务出版社,2005.10
[7]曹西征,成都SW电子信息有限公司激励机制研究,硕士论文,西南交通大学,2007.10
[8]周三多,管理学,北京:高等教育出版社
[9]柯榕枝,南宁高新区员工激励机制研究,硕士论文,广西大学,2008.6
[10]袁冬梅,我国国有企业员工激励机制研究,继续教育研究,2009年第3期:176~177
[11]肖侠,现代企业知识型员工激励机制研究,商场现代化,总第562期:51~52
[12]陈萍,试论国有企业经营管理者的激励机制,经济师,2009年第7期:294
[13]项仑,浅析核心员工的激励机制,湖北经济学院学报,2009.1第6卷,第1期:75~76
[14]陈通,管理经济学课件,天津大学,2008:27
[15]牛芳,企业绩效管理中激励机制失效的原因分析,企业管理,2009.1:47~48
[16]国内外钢铁成本分析http://wenku.baidu.com/view/278c9bfc700abb68a982fb8a.html
[17]张鑫,国有企业员工薪酬激励机制探析,经营管理者,2009.3:251
[18]李晶,试论国有企业的激励机制,经济管理与科学决策,2009.2:139
[19]范明丰,中国国有企业激励机制研究与探讨,硕士论文,对外经济贸易大学,2003.10
[20]梁雪荣,对我国国有企业经营者的激励机制研究,硕士论文,东北财经大学,2006.12
[21]范雪强,湖南有色集团知识型员工激励机制研究,硕士论文,中南大学,2008.5
[22]于璐,现代公司激励机制研究,博士论文,四川大学,2003.2
[23]蒋瑞金,现代公司经营者长期激励机制研究,博士论文,山东大学,2009.4
[24]沈宗军,我国企业科技人员激励机制研究,硕士论文,河海大学,2001.3
[25]张靖,国有企业职工激励机制改革研究,现代商贸工业,2009年第6期:143~144
[26]王坚,浅析企业员工激励机制的建立,中国集体经济,2009.2(下):122~123
[27]娄云成,浅析企业的激励机制,现代商业:66
[28]马双双,浅析国有企业高层管理人员薪酬激励机制,商场现代化,2009.4:305
[29]王丹,浅议中小企业激励机制建设,企业技术开发,2009年3月,第3期:116
[30]王建彪,李丽,浅谈国有企业人才激励机制,科技情报开发与经济,2009.14:186~187
[31]孙琳,浅谈国有企业激励机制,河南农业,2009年11期(下):53,60
[32]王桂玲,浅谈国有企业的激励机制,现代商业:158
[33]金艳菲,激励机制在企业人力资源管理中的应用,现代商业:91
[34]潘天武,王高华,论企业技术创新人才激励机制,2009年第2期:44~45
[35]孙佳琳,知识经济条件下我国企业知识型员工的激励机制研究,高等教育与学术研究,2009.1:158~162
[36]William.G.Howard.,Bruce.R.Guile,profiting from innovation Maxwel Macmi-llan,lnc,1992
[37]John.M.vancevich,HumanResourceMangagement.McGraw Hi11,7thedition,1998
[38]Ivancecish,John M.Human Resource Management,English Editon,New-York:McGraw Hill,2000
[39]Michael Harris.Human Resource Management.Orlando,FL:Harcourt Brace college Puhlisher,2000
[40] Crystal,G.5.,Executive Compensation in Corporate,America’91, United Shareholders Association,1991
[41]朱飞,绩效激励与薪酬激励全程实务操作,北京:企业管理出版社,2009.11
[2]张玉茜,TG钢铁公司专业技术人员激励机制研究,硕士论文,天津大学,2006.12
[3]中国工程咨询网,2009年我国钢铁行业发展趋势及投资建设情况简析
[4]仁贵义,炼铁学(上),北京:冶金工业出版社,2004.1:1~2
[5]中国钢铁行业现状及发展趋势,http://www.hengxujx.com/news/shownews.asp?id=4,2008.3.27
[6]徐兆铭,企业绩效与激励机制:战略的观点,中国税务出版社,2005.10
[7]曹西征,成都SW电子信息有限公司激励机制研究,硕士论文,西南交通大学,2007.10
[8]周三多,管理学,北京:高等教育出版社
[9]柯榕枝,南宁高新区员工激励机制研究,硕士论文,广西大学,2008.6
[10]袁冬梅,我国国有企业员工激励机制研究,继续教育研究,2009年第3期:176~177
[11]肖侠,现代企业知识型员工激励机制研究,商场现代化,总第562期:51~52
[12]陈萍,试论国有企业经营管理者的激励机制,经济师,2009年第7期:294
[13]项仑,浅析核心员工的激励机制,湖北经济学院学报,2009.1第6卷,第1期:75~76
[14]陈通,管理经济学课件,天津大学,2008:27
[15]牛芳,企业绩效管理中激励机制失效的原因分析,企业管理,2009.1:47~48
[16]国内外钢铁成本分析http://wenku.baidu.com/view/278c9bfc700abb68a982fb8a.html
[17]张鑫,国有企业员工薪酬激励机制探析,经营管理者,2009.3:251
[18]李晶,试论国有企业的激励机制,经济管理与科学决策,2009.2:139
[19]范明丰,中国国有企业激励机制研究与探讨,硕士论文,对外经济贸易大学,2003.10
[20]梁雪荣,对我国国有企业经营者的激励机制研究,硕士论文,东北财经大学,2006.12
[21]范雪强,湖南有色集团知识型员工激励机制研究,硕士论文,中南大学,2008.5
[22]于璐,现代公司激励机制研究,博士论文,四川大学,2003.2
[23]蒋瑞金,现代公司经营者长期激励机制研究,博士论文,山东大学,2009.4
[24]沈宗军,我国企业科技人员激励机制研究,硕士论文,河海大学,2001.3
[25]张靖,国有企业职工激励机制改革研究,现代商贸工业,2009年第6期:143~144
[26]王坚,浅析企业员工激励机制的建立,中国集体经济,2009.2(下):122~123
[27]娄云成,浅析企业的激励机制,现代商业:66
[28]马双双,浅析国有企业高层管理人员薪酬激励机制,商场现代化,2009.4:305
[29]王丹,浅议中小企业激励机制建设,企业技术开发,2009年3月,第3期:116
[30]王建彪,李丽,浅谈国有企业人才激励机制,科技情报开发与经济,2009.14:186~187
[31]孙琳,浅谈国有企业激励机制,河南农业,2009年11期(下):53,60
[32]王桂玲,浅谈国有企业的激励机制,现代商业:158
[33]金艳菲,激励机制在企业人力资源管理中的应用,现代商业:91
[34]潘天武,王高华,论企业技术创新人才激励机制,2009年第2期:44~45
[35]孙佳琳,知识经济条件下我国企业知识型员工的激励机制研究,高等教育与学术研究,2009.1:158~162
[36]William.G.Howard.,Bruce.R.Guile,profiting from innovation Maxwel Macmi-llan,lnc,1992
[37]John.M.vancevich,HumanResourceMangagement.McGraw Hi11,7thedition,1998
[38]Ivancecish,John M.Human Resource Management,English Editon,New-York:McGraw Hill,2000
[39]Michael Harris.Human Resource Management.Orlando,FL:Harcourt Brace college Puhlisher,2000
[40] Crystal,G.5.,Executive Compensation in Corporate,America’91, United Shareholders Association,1991
[41]朱飞,绩效激励与薪酬激励全程实务操作,北京:企业管理出版社,2009.11
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