摘 要
在世界范围内，为了促进经济的恢复，世界各国纷纷出台了相应的财政和货币政策。然而，随着世界各国的经济逐步恢复，也产生了许多负面的后果，例如：不断上升的通胀水平，日益紧缩的货币政策，日益加剧的贸易摩擦，这些都给我们的公司带来了严峻的考验。近年来，由于国际经济环境的变化，以及国内外的商务环境中的激烈竞争，使得我国的劳动力市场流动性越来越大，而在各大公司之间，人才的竞争也越来越激烈。另外，由于国际上的贸易争端和日益激烈的国内市场，特别是那些与近期出口的进口产品有关的公司，对我们许多公司都产生了负面的冲击。中国公司要想在未来的发展中继续发展，就必须在科技投入、人才引进和加强管理等方面充分意识到所面对的严峻问题，采取主动的对策，在生产、管理、经营等各个环节上，不断地减少生产、管理、运营等环节的投入，并制定科学、规范的人才奖励政策，从而促进公司的发展。
公司发展的特性类似于机体的生长，而在不同的发展时期，公司的发展特性和特性也不尽相同，所以，在不同的生命周期中，公司应当制订相应的人才奖励和薪酬制度。
关键词：企业 人才激励 薪酬策略
Abstract
In the world, in order to promote economic recovery, countries around the world have introduced corresponding fiscal and monetary policies. However, with the gradual recovery of the economies of all countries in the world, it has also produced many negative consequences, such as the rising inflation level, the increasingly tightening monetary policy, and the increasing trade friction, which have brought a severe test to our company. In recent years, due to the changes in the international economic environment and the fierce competition in the business environment at home and abroad, China's labor market has become more and more mobile, and the competition for talents among major companies has become increasingly fierce. In addition, due to the international trade disputes and the increasingly fierce domestic market, especially those companies related to the recent export of imported products, many of our companies have had a negative impact. If Chinese companies want to continue to develop in the future, they must be fully aware of the serious problems they face in terms of scientific and technological investment, talent introduction and strengthening management, take proactive measures, continuously reduce the investment in production, management, operation and other links in production, management, operation and other aspects, and formulate scientific and standardized talent incentive policies to promote the development of the company.
The characteristics of the company's development are similar to the growth of the body, and the development characteristics and characteristics of the company are different in different development periods. Therefore, in different life cycles, the company should formulate corresponding talent reward and compensation systems.
Key words: Enterprise Talent incentive Compensation strategy
目 录
摘 要 I
Abstract II
1 前言 1
2 相关研究理论概述 2
2.1 企业的概念及企业生命周期理论 2
2.1.1 企业的概念 2
2.1.2 企业生命周期理论 2
2.2 激励的基本理论 4
2.2.1 马斯洛的需求层次理论 4
2.2.2 赫兹伯格的双因素理论 4
2.2.3 麦格雷戈的 X 和 Y 理论 5
3 企业生命周期各阶段的人才激励研究 5
3.1 初创期企业的人才激励 6
3.1.1 精神层面的激励 6
3.1.2 物质层面的激励 6
3.2 成长期企业的人才激励 7
3.3 成熟期企业的人才激励 7
3.4 衰退期企业的人才激励 7
4 企业生命周期各阶段的薪酬策略研究 8
4.1 初创期企业的薪酬策略 8
4.2 主成长期企业的薪酬策略 9
4.3 成熟期企业的薪酬策略 9
4.4 衰退期企业的薪酬策略 10
参考文献 11
致 谢 13
在世界范围内，为了促进经济的恢复，世界各国纷纷出台了相应的财政和货币政策。然而，随着世界各国的经济逐步恢复，也产生了许多负面的后果，例如：不断上升的通胀水平，日益紧缩的货币政策，日益加剧的贸易摩擦，这些都给我们的公司带来了严峻的考验。近年来，由于国际经济环境的变化，以及国内外的商务环境中的激烈竞争，使得我国的劳动力市场流动性越来越大，而在各大公司之间，人才的竞争也越来越激烈。另外，由于国际上的贸易争端和日益激烈的国内市场，特别是那些与近期出口的进口产品有关的公司，对我们许多公司都产生了负面的冲击。中国公司要想在未来的发展中继续发展，就必须在科技投入、人才引进和加强管理等方面充分意识到所面对的严峻问题，采取主动的对策，在生产、管理、经营等各个环节上，不断地减少生产、管理、运营等环节的投入，并制定科学、规范的人才奖励政策，从而促进公司的发展。
公司发展的特性类似于机体的生长，而在不同的发展时期，公司的发展特性和特性也不尽相同，所以，在不同的生命周期中，公司应当制订相应的人才奖励和薪酬制度。
关键词：企业 人才激励 薪酬策略
Abstract
In the world, in order to promote economic recovery, countries around the world have introduced corresponding fiscal and monetary policies. However, with the gradual recovery of the economies of all countries in the world, it has also produced many negative consequences, such as the rising inflation level, the increasingly tightening monetary policy, and the increasing trade friction, which have brought a severe test to our company. In recent years, due to the changes in the international economic environment and the fierce competition in the business environment at home and abroad, China's labor market has become more and more mobile, and the competition for talents among major companies has become increasingly fierce. In addition, due to the international trade disputes and the increasingly fierce domestic market, especially those companies related to the recent export of imported products, many of our companies have had a negative impact. If Chinese companies want to continue to develop in the future, they must be fully aware of the serious problems they face in terms of scientific and technological investment, talent introduction and strengthening management, take proactive measures, continuously reduce the investment in production, management, operation and other links in production, management, operation and other aspects, and formulate scientific and standardized talent incentive policies to promote the development of the company.
The characteristics of the company's development are similar to the growth of the body, and the development characteristics and characteristics of the company are different in different development periods. Therefore, in different life cycles, the company should formulate corresponding talent reward and compensation systems.
Key words: Enterprise Talent incentive Compensation strategy
目 录
摘 要 I
Abstract II
1 前言 1
2 相关研究理论概述 2
2.1 企业的概念及企业生命周期理论 2
2.1.1 企业的概念 2
2.1.2 企业生命周期理论 2
2.2 激励的基本理论 4
2.2.1 马斯洛的需求层次理论 4
2.2.2 赫兹伯格的双因素理论 4
2.2.3 麦格雷戈的 X 和 Y 理论 5
3 企业生命周期各阶段的人才激励研究 5
3.1 初创期企业的人才激励 6
3.1.1 精神层面的激励 6
3.1.2 物质层面的激励 6
3.2 成长期企业的人才激励 7
3.3 成熟期企业的人才激励 7
3.4 衰退期企业的人才激励 7
4 企业生命周期各阶段的薪酬策略研究 8
4.1 初创期企业的薪酬策略 8
4.2 主成长期企业的薪酬策略 9
4.3 成熟期企业的薪酬策略 9
4.4 衰退期企业的薪酬策略 10
参考文献 11
致 谢 13
