中小企業核心員工激勵機制改進研究 —以A公司為例

Incentive Mechanism Research for Key Staff of Small and Meduim Enterprises—A Case Study of A-Company

楊凱(Kai Yang)

指導教授 ： 翁崇雄

國立臺灣大學/管理學院/臺大－復旦EMBA境外專班/碩士(2020年)

https://doi.org/10.6342/NTU202004459

摘要

目前，中小型企業已占我國企業總數的95%，但隨著中小企業的發展，不斷增加的人力成本與資源成本已經成為制約其發展與生存不可忽視的影響因素。當前，中國中小企業的內部管理水準不容樂觀，組織穩定性和創新能力薄弱，這嚴重制約了企業的健康發展。能否提升選用和引進人才的效率，並保證人才的穩定性已成為中小企業非常重視的問題。因此，核心員工是大公司競爭的目標，是公司發展的關鍵。通過瞭解A公司的具體情況，本文闡述了A公司核心員工激勵機制的相關問題，並提出了完善核心員工激勵機制的建議。
本文結合相關理論對員工的動機進行了定性分析，得出員工激勵機制包括物質激勵和精神激勵兩個層次的結論。其次，通過問卷調查方式，本文著重研究了A公司中核心員工的激勵機制現狀，本文調查對象主要包括A公司40%的部門、職位和工作年限的員工。調查分析的結果包括了核心員工離職率和工作滿意度，動機滿意度以及公眾調查等三個維度。最後，本文指出了A公司核心員工的現有激勵機制四個方面的問題：缺乏科學的績效評估機制，不合理的工資分配制度，缺少長期戰略決策的激勵機制以及缺失完整的培訓和發展系統。
針對上述問題，本文研究得出A公司核心員工激勵機制的優化方案。首先，本文闡明瞭激勵機制優化的原則、目標及思路。其次，本文著眼於公司核心員工激勵機制的方案優化，在設計合作夥伴體系時，在管理團隊之間建立合夥關係。進而，對A公司的業務模式進行優化，提出建築部門的銷售業務應側重于商業合同，而項目管理業務應側重於輕資產導向和管理導向。再者，在績效考核與監督框架方面，確定核心員工績效指標的權重設計是構建考核體系的關鍵。最後，在精神激勵機制的設計機制方面，本文提出了改善公司的核心員工培訓機制和職業發展路徑的建議。
最後，為了改善核心員工的激勵機制，本文提出對應的保障措施。首先，在優化激勵機制的保障制度上，重點是工資總額管理、工資預算管理和激勵制度調整。其次，完善財務管理機制，優化溝通管道機制。最後，公司需培養優良的企業文化和創建以人為主的企業戰略文化，這對改善核心員工激勵機制同樣重要。
本文對A公司的核心員工激勵機制進行了現場檢查和客觀評估，同時根據A公司核心員工激勵計畫的相關特徵，採取了相關措施以建立健全核心員工激勵機制。本文分析了中小企業在市場競爭中建立核心員工激勵措施的重要作用，也為其他公司在搭建核心員工激勵措施方面提供了有效的參考。

關鍵字

中小型企業 ； 激勵機制 ； 核心員工 ； A公司

並列摘要

Small and medium companies play an important role in our country’s market economy, the quantities of them are beyond ninety-five percent of the whole companies in China. With the development of the enterprises, the increasing cost of human and resources has made the development and survival of the companies difficult, which can not be ignored. At now, there are some problems in the small and medium companies , which seriously restricts the development of enterprises, such as the pessimistic internal management level, organizational stability weakness and innovation capability deficiency. Whether a firm can retain, hire and introduce talents has become very important for small and medium enterprises. More important issue is that core employees are the competitive targets for large companies, and they usually have high knowledge or skills, who are crucial to the development of the company. By getting good understanding about the specific issues of Company A, this paper analyzes the problems which have existed in the incentive mechanism for core employees of the Company A, and puts forward some suggestions on the incentive mechanism improvement for core employees of the Company A.
Firstly, besed on relevant theories, this paper analyzes the motivation of employees. and find that the motivation mechanism of employee A includes two levels: material motivation and spiritual motivation. Secondly, this paper makes a research on the exisiting incentive mechanism for core employees of Company A via questionnaire surveys which cover 40% of employees in the different departments, positions and working ages, aiming at solving the improvement problem. The analysis of the survey results include three aspects: turnover rate and job satisfaction of key employees, motivation satisfaction and public survey. Finally, this paper points out four problems of the exisiting incentive mechanism for the core staffs: lack of scientific performance evaluation mechanism, average wage distribution trend, lack of incentive mechanism for long-term strategic decision-making and lack of complete training and development system.
In order to do with the problem above better, the paper raises an improvement plan about the incentive mechanism for company A’s core employees. First of all, it clarifies the basic principles, goals and ideas of perfecting the incentive mechanism. Secondly, the thesis focuses on the incentive mechanism optimization for key employees of the company. Build partnerships between management teams when designing a partnership system. Furthermore, the business model of company A is optimized, and the sales business of construction department should be focused on commercial contract, while the project management business should be asset-oriented and management-oriented. Beside , the design of the core employee performance indicators weight has become a key role for construction of performance appraisal system in terms of performance appraisal and supervision system. Finally, this paper puts forward some advice in the design mechanism of spiritual incentive mechanism, which can improve the company's core staff training mechanism and career development path.
Finally, the corresponding insurance measures are good for improving the incentive mechanism of core staffs. Firstly, the key point in the optimization of the incentive mechanism of the security system includes total wage management, wage budget management and incentive system adjustment. Secondly, ensure the improved and unblocked financial management mechanism and communication channel mechanism. Finally, build a good corporate culture, and build the people-oriented corporate strategic culture.
This paper makes an on-the-spot inspection and an objective evaluation on the incentive mechanism for core staffs in company A, and according to the relevant characteristics of the incentive plan of core staffs of company A, adopting relevant measures establishes and improves the incentive mechanism of core staffs. This paper analyzes the important role of establishing core employee incentive measures in the market competition, and provides effective reference for other companies in establishing core employee incentive measures.

並列關鍵字

Small and medium enterprises ； Incentive mechanism ； Core staffs ； Company A

參考文獻

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