Outline of graduation thesis on human resource management

20 17 outline of graduation thesis on human resource management

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Outline of graduation thesis on human resource management I. Demand

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1.2 demand characteristics:

1.2. 1 Any requirement has a clear target;

1.2.2 Ordinary demand has periodicity and periodicity;

1.2.3 demand develops from time to time with the improvement of social history.

1.3 Expression of needs: People are the subject of needs, and needs are the subject's requirements or dependence on some objects. Demand is usually manifested as desire, willingness and interest in an object.

Second, the actual demand level.

2. 1 Maslow's hierarchy of needs theory, also known as the basic hierarchy of needs theory, is one of the realities of behavioral superstition, which was put forward by American psychologist abraham maslow in 1943' s paper "Humans Encourage Reality".

2.2 The actual demand classification of demand level includes: physiological demand, security demand, emotional and belonging demand, respect demand and self-realization demand. Maslow divided people's needs into five categories, from low to high like a ladder, rising step by step. Among many needs, there is a demand that plays a decisive role in behavior, which is called inferior demand.

2.3 The actual value of demand level, including Maslow's actual positive and negative factors.

Third, the practical application of hierarchy of needs theory in human resource management

3. 1 Practical application of demand hierarchy in human resource planning;

3.2 Practical application of demand hierarchy in recruitment and distribution;

3.3 Practical application of demand hierarchy in training and development;

3.4 Practical application of demand hierarchy in performance management;

3.5 Practical application of demand hierarchy in salary management;

3.6 Practical application of hierarchy of needs in rest relationship.

Fourthly, the actual needs of demand levels in human resource management theory.

4. 1 Restrain dogmatism;

4.2 Get out of the misunderstanding of the hypothesis of perceptual economic man;

4.3 Get out of the misunderstanding that it is difficult to fill the blank;

4.4 Establish the concept of human capital

A summary of the application of verb (verb's abbreviation) hierarchy of needs theory in human resource management theory.

The process of human resource management is a process of constantly discovering and satisfying people's needs and encouraging differences. As long as we have a clear insight into the needs of all kinds of people in the organization at all times, we can effectively stop the acquisition, integration, reward, adjustment and development of human resources and maximize the potential of human resources. Maslow's hierarchy of needs actually provides a powerless weapon for human resource management. If we understand it in a superstitious, one-sided and dialectical way and apply it at present, we can maximize the value of human resources and make enterprises and employees achieve a real win-win situation!

With the development of economy, enterprises pay more and more attention to human resource management closely related to enterprise development, which has become a key factor for the sustainable development of enterprises. Among them, the incentive mechanism for employees is even more essential. Enterprises and employees need, trust and depend on each other. The implementation of scientific and reasonable incentive mechanism will help to stimulate the work potential of employees and contribute to the rapid development of enterprises. This paper discusses the incentive mechanism and enterprise development in human resource management.

Keywords: human resource management; Incentive mechanism; Enterprise; develop

I. Introduction

Incentive mechanism has a long history, mainly in enterprise management activities, aiming at employees' psychological changes and environmental changes, various ways and means are adopted to stimulate employees' internal motivation and work motivation, give play to their potential value, and make employees work more actively, enthusiastically and creatively. It enables employees to actively work hard to complete the tasks arranged by enterprises and organizations, and finally reach or exceed the expected goals of enterprises, and at the same time realize the value of employees themselves. At present, the incentive mechanism has played a very good role in promoting the embodiment of personal value and the realization of enterprise goals, and it is also of great significance to enterprises.

Second, the role of incentive mechanism in human resource management

1. arouse the enthusiasm of employees.

One of the important indicators of enterprise's competitive strength is enterprise performance, and the guarantee of enterprise performance is the premise of enterprise's sustainable development, which needs the support of employee's work performance. With a high level of employee performance, enterprises can naturally be promoted. Through effective incentive measures, employees can work harder and play better creativity and initiative. The improvement of working status naturally means the improvement of enterprise performance, which will make enterprises and individuals.

2. tap the potential.

The research shows that with the support of the incentive system, the work efficiency and potential of employees can be brought into play by more than 80%, but without the implementation of the incentive system, it will drop a lot. The implementation of the incentive system for enterprises to pay certain material or spiritual rewards has a strong role in promoting the realization of employees' self-worth to a certain extent, and at the same time, with employees' positive attitude and efforts to show themselves and improve their personal quality. Under the incentive system; People's potential will be stimulated to a certain extent, thus showing a better state.

3. Enhance organizational cohesion.

The implementation of the incentive system is mostly aimed at individuals, and most individual changes can have a positive impact on group organizations. At this time, the individual effect is indirectly transformed into the group effect, and a benign competitive atmosphere is formed among groups, which will make employees more dedicated and responsible. Enterprises should actively respond to employees' demands, formulate incentive policies scientifically and reasonably, and set up certain incentive plans for the collective. This has created a benign competitive environment for enterprises, allowing employees to realize their self-worth, increase their sense of collective honor, make more efforts for the collective and enterprises, and reap more returns.

Third, the application of incentive mechanism in enterprise management

1. Property rights protection system.

The protection system of property rights and interests is a policy system derived from the development of enterprises. Owners' corporate interests are effectively protected, and owners are encouraged to play a greater role in enterprise development. When an enterprise distributes profits, its owners will get more dividends. Similarly, if the enterprise is not well managed, the interests of natural property owners will be greatly reduced. Therefore, as a property owner, it will play multiple roles in the development of enterprises and play a very important role in the development of enterprises. The high liquidity of the capital market makes the equity highly dispersed, which is mostly the case in modern enterprises. The owners of enterprises are scattered, not a fixed group, and some cannot occupy the dominant position of enterprises for a long time. This requires enterprise property owners to actively respond to the changes in the enterprise environment, maximize their own interests, take their own interests as the cornerstone, actively make corresponding contributions to the enterprise, and seek more returns. Once the enterprise goes downhill, the interests of these owners will be compressed first. Therefore, the establishment of enterprise incentive system is also aimed at enterprise owners, and maintaining interest in enterprise investment can make enterprises get better support and trust from all parties, thus achieving sustained and stable development.

2. The salary distribution of management is related to responsibility and rights.

For enterprise management, making a reasonable salary distribution plan and defining its responsibilities, rights and obligations more reasonably can better stimulate the contribution of managers to the enterprise, save the management cost of the enterprise and improve the management level of the enterprise. The implementation of specific measures needs to pay attention to some details. First, establish a reasonable, long-term and scientific incentive mechanism for the salary structure. Most enterprises directly define incentive measures as bonus system, which belongs to short-term incentive system. Many corporate executives do not own shares in the company, and the salary ratio of managers is very high. Most of the executives in developed countries in Europe and America have a low salary ratio and a high share of property rights, and distribute more salaries and bonuses to employees, while their own interests are linked to the interests of the company. This is a long-term investment and incentive system, which is conducive to the long-term effective operation of the company. The top management of enterprises will also pay more attention to the future development of enterprises, including system planning, development strategy, business philosophy and so on. Only in this way can the top management of enterprises better exercise their rights and promote the steady development of enterprises.

3. Establish and improve the wage level.

In enterprise management, enterprise performance is the main standard of enterprise development, and the overall quality and ability of enterprise employees are the basic components of enterprise performance. Therefore, the incentive system for employees is very important. At present, there are some unreasonable points in the formulation of internal incentive system in enterprises. We advocate income from work, but in many cases, the salary distribution is unreasonable. The salary level of some senior managers is not necessarily high, while many employees who have not made outstanding contributions to the company and failed to fulfill their obligations have the same salary as conscientious employees, which has caused many unreasonable situations. Many times, this situation is unreasonable, and it is easy to intensify internal contradictions and cause brain drain. Therefore, enterprises need to make a scientific and reasonable salary distribution plan based on the long-term development of enterprises; In addition, it is necessary to conduct scientific performance appraisal management for employees, make corresponding rewards and punishments for employees' contributions, establish a reasonable promotion mechanism at work, and treat employees' behaviors in enterprises fairly and fairly. Only when the basic salary distribution of employees is reasonable, the incentive system is implemented, employees are effectively benefited, and employees feel the fair and just attitude of the enterprise, can enterprises make greater contributions to the development of enterprises.

4. Continuously improve the satisfaction of employees' needs.

Employee satisfaction is the potential driving force of enterprise development, the strategizing of enterprise top management is the guiding light of enterprise development, and employees are the foundation of enterprise operation. The active work and innovation of employees are equally important for the development of enterprises. While realizing economic benefits, enterprises should improve their management level, scientifically carry out humanized management, actively respond to employees' demands, and constantly enhance this value on the basis of employees' satisfaction, so that employees can be diverted while constantly improving themselves. We will promote hard-working employees, arrange front-line management for pragmatic employees, and constantly train them for upgrading. It is also necessary to make reasonable consideration and arrangement according to employees' academic qualifications, professional titles and working years. And set a certain goal, so that employees can realize their self-worth while constantly surpassing, and finally promote the continuous progress of the enterprise on the basis of employee development.

Four. Problems that should be paid attention to in incentive mechanism

In the process of implementing the incentive system, we should also pay attention to some details. For example, in the process, we should pay attention to the opportunity of motivation, publicize and amplify the incentive mechanism at any time, combine it with employees' daily work, supervise and motivate employees in time, cultivate employees' concept of honor and disgrace in completing the incentive mechanism, and better stimulate employees' potential. In addition, while allowing employees' personal development, employees should be consistent with the development strategy of the enterprise, effectively grasp the incentive situation in the process, do not dampen the enthusiasm of employees, and do not encourage employees with outstanding performance too much. Employees with good performance can be encouraged to guard against arrogance and rashness, and employees with unsatisfactory performance can also work harder in the development of the enterprise, so that the incentive mechanism can play a better role in the enterprise.

Verb (abbreviation of verb) conclusion

Incentive mechanism is an important link in human resource management. Enterprises should give full play to their practical value and constantly improve and innovate. By taking effective incentive measures, we can stimulate the enthusiasm and potential of employees, improve the overall performance level, enhance the competitiveness of talents, improve the comprehensive strength of enterprises, and make continuous progress and development.

References:

[1],, Chen, Research on the Status Quo of Employees' Sense of Justice and Its Incentive Countermeasures [J]. Journal of Chongqing University (Social Science Edition), 2007 (0 1): 50-53.

[2] Duan Yan, Lin Li. On enterprise's talent incentive mechanism [J]. Journal of Xinjiang Vocational University, 2007 (0 1): 45-47.

[3] Li Renjie and Wu Congcong. On the Application of Incentive Mechanism in Human Resource Management [J]. China Commerce, 20 12 (06): 88-89.

[4] Liang Kaimin. On the application of incentive mechanism in enterprise management [J]. Shandong Social Sciences, 2011(S2):179-180.

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