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学校代码10699分类号密级学号2008201777题目延长石油炼化公司基层员工激励机制的研究作者领域工商管理指导教师申请学位日期2014年04月摘要在我国，市场经济经过了多年长足的发展，我国在经济上取得了举世瞩目的成就，越来越多的国际资本流入我国市场，伴随着就是企业间的竞争变得越来越激烈。从本质上看，企业与企业之间的竞争，物质资本产品之间的竞争固然很重要，不过企业之间基层员工竞争更为激烈。在这种情况下，如果一个企业想在竞争白热化的市场下拥有长期可持续发展，则必须要打造一支高效的人才队伍。众所周知，企业的发展方向，基本上是由企业的管理层所决定的，不过在已经制定好的发展方向上实实在在的具体去落实，必须要依靠企业员工，尤其是基层员工的努力工作。激励机制在人力管理方面有着举足轻重的地位，一个企业的激励机制是否令人满意，基本上决定了人力资源管理的水平。一个好的激励机制一般都将企业的发展前景和员工个人发展紧密结合，因为只有在这种情况下企业才有凝聚力，而这种凝聚力很大程度上决定了企业在发展的道路上能走多远。怎样管理好员工,充分调动起他们的工作积极性对企业来说至关重要。对基层员工进行有效的激励是一个极其重要的领域,是高层企业管理的核心所在。怎样恰到好处地激发出员工全部的工作热情、提高它们的工作效率，是每一个企业关注的热点问题，同时也值得企业付出很多精力来努力完善和研究。在绝大多数的国企中，恰到好处的激励机制，可以帮助企业留住更多的人才、更好的使人才物尽其能，最终达到提高企业效益、增强市场竞争力和生命力的目的。激励机制是否做的恰到好处，直接决定了人力资源所发挥作用的大小。国有企业基层员工现存的激励模式和方法已经开始引起管理层的重视，然而在对国企基层人力资源管理过程当中,激励机制依然存在着较多的问题。本文以延长石油炼化公司基层员工激励机制为研究对象，对延长石油炼化公司基层员工的激励机制做了深入的研究，分析了当前激励机制的不足，建立了优化机制方案，同时讨论了优化激励方案的实施和保障，讨论了优化机制方案的效果预期，有助于提高石油企业基层员工激励，对石油企业的发展做出了一定的贡献。你是采用什么方法来研究，在目录中应该写出来。[关键词]石油企业员工激励人力战略员工管理企业管理AbstractWiththedevelopmentofChina'smarketeconomy,China'seconomyhasmaderemarkableachievements,moreandmoreinternationalcapitalflewintothelocalmarket,competitionhasbecamemoreandmorefierceamongenterprises.Inessence,thecompetitionbetweenenterprises,competitionbetweenphysicalcapitalisimportant,butthemostfundamentalcompetitionbetweenenterprisesisthetalentcompetition.Inthiscase,ifacompanywantstohavealong-termsustainabledevelopmentinthefaceofintensecompetitioninthemarket,bosshavetobuildahighlyefficientpersonnel.Asweallknow,thedevelopmentdirectionoftheenterpriseisbasicallydeterminedbytheenterprise'smanagement，however,toimplementrealinthedirectionofagooddevelopmentthathasbeendeveloped,wemustrelyonthecorporatestaff,especiallyjuniorstafffortheirhardwork.Incentivesinhumanresourcemanagementhasapivotalposition,whetherabusinessincentivesaresatisfactory,largelydeterminethelevelofhumanresourcesmanagement.Agoodincentivesgenerallywillconbinebusinessprospectsandpersonaldevelopmentclosely,becauseonlyinthiscasethecompanywillhavethesenseofunity,andthiscohesionlargelydeterminesthedevelopmentofcompany.Howtomanagestaff,andfullymobilizetheenthusiasmoftheirworkiscriticaltotheenterprise.Howtostimulateenthusiasmjusttherightfortheworkofallemployeestoimprovetheirworkefficiencyisahotissueineverycompanyandalsoworthcompaniestopayalotofefforttoimproveandresearch.Inthevastmajorityofstate-ownedenterprises,justtherightincentivescanhelpcompaniesretainmoretalentandmakethetalenttomakethebest,Inordertoimprovethepurposesofbusinessefficiencyandenhancedmarketcompetitivenessandvitality.IftheIncentivesjusttheright,willdeterminetheeffectplayedbyhumanresource.Stateenterpriseslevelemployeesincentivemodelsandmethodshavebeguntoattracttheattentionofmanagement,however,inhumanresourcesmanagementprocessofstate-ownedgrassroots,incentivesstillhasmanyproblems.Inthispaper,westudiedtheincentivesofYanchangoilrefiningcompany,madedepthresearchonincentivesofYanchangoilrefiningcompanylevelemployees,analyzedtheshortcomingsofthecurrentincentivemechanism,establishedamechanismforprogramoptimization,alsodiscussedtheimplementationandsecurityofincentiveprogramsoptimizationanddiscussedexpectedeffectivenessoftheprogramoftheoptimizationmechanism,thathelpedtoimprovestaffmotivationgrassrootspetroleumenterprises,makeacontributionofthedevelopmentoftheoilcompanies.[Keywords]Oilcompanies、Staffmotivation、Humanstrategy、Staffmanagement、BusinessmanagementI目录1.导论..................................................................................................................................................31.1论文的意义和目的...............................................................................................................31.1.1论文意义....................................................................................................................31.1.2论文目的....................................................................................................................31.2国内外研究概况...................................................................................................................41.2.1国内研究状况...........................................................................................................41.2.2国外研究状况...........................................................................................................51.3研究内容及方法...................................................................................................................62.激励理论与激励过程.......................................................................................................................82.1激励理论...............................................................................................................................82.1.1需要层次理论...........................................................................................................82.1.2双因素理论...............................................................................................................92.1.3ERG理论.................................................................................................................