军队饮食保障社会化是军民融合的重要方面，是在充分依托和利用社会资源的基 础上，将部队饮食保障工作与社会接轨，逐步建成军民结合、寓军于民的新型保障体 系。与传统的自办实体、自我服务的保障模式相比较，饮食保障社会化模式的实现， 把军队担负非军事职能的保障部分交给地方，将后勤保障职能再分工，不仅大幅降低 了保障成本，也满足了军队建设和市场经济发展需求，实现了资源的优化配置，取得 了较高的效益。该模式自 2000 年开展试点以来，已累计有 2600 多家部队食堂依托社 会力量实现了对军队饮食的有效保障，取得了一定的成效。然而，在长期的实践中， 军队饮食社会化服务企业也暴露出一些诸如企业盈利手段单一、员工激励不完善、员 工离职率高等问题，难以适应军队饮食保障需求，亟待解决和完善。 本文选取为军队提供饮食服务的 H 企业为研究对象，根据该企业人力资源管理 的具体情况以及本人工作经历总结，运用所学相关激励理论知识，通过问卷调查以及 与相关员工访谈等方式，对 H 企业员工激励现状、存在的问题及其原因进行较为详 细的分析，经过分析和调查发现 H 企业目前在员工激励方面尚存在较大的优化空间， 具体表现在：薪酬福利结构设置不合理、员工绩效考核机制设计不健全、员工职业发 展缺乏长远规划、缺乏差异化激励手段、员工对激励理解比较片面等问题和不足。为 此，本文在厘清基本概念以及相关理论背景的基础上，运用需求层次理论，基于员工 差异化需求原则，从员工需求、职业发展、企业管理等多方面维度进行了考量，并尝 试从薪酬福利、绩效考核、员工职业发展、人性化管理、差异化激励等五个方面构建 H 企业员工激励优化策略，进而形成一整套较为系统的方案。 本文的分析，不仅从理论上进一步检验和丰富了员工激励理论，更在实践中有助 于 H 企业员工激励的长期健康发展，提高其企业核心竞争力，更好地为军队饮食保 障服务。也期望相应的研究结论能为诸多军队饮食保障社会化的服务企业提供借鉴， 为军队饮食保障社会化改革推进提供参考，进一步促进深层次军民融合的发展。 关键词：饮食保障社会化；餐饮企业；激励I ABSTRACT The socialization military diet guarantee is an important aspect of military and civilian integration. On the basis of fully relying on and utilizing social resources, the army's diet guarantee work is integrated with the society, and a new type of security system for military and civilian integration and integration of military and civilian forces is gradually established. Compared with the traditional mode of self-management and self-service, the realization of the socialization model of food security has given the local government the support part of the military's non-military functions, and the division of logistics support functions has not only greatly reduced the cost of protection. It also meets the needs of military construction and market economic development, realizes the optimal allocation of resources, and obtains higher benefits. Since this model was piloted in 2000, more than 2,600 army canteens have been able to effectively guarantee the diet of the armed forces by relying on social forces and have achieved certain results. However, in the long-term practice, the military catering socialization service enterprises also exposed some problems such as the single enterprise profit means, the imperfect staff incentive mechanism, and the high turnover rate of employees, and it is difficult to adapt to the needs of the military food security, and it is urgent to improve. This paper selects H enterprises that provide catering services for the military as the research object. According to the specific situation of human resources management of the company and my work experience, I summarize and use the relevant incentive theory knowledge learned, through questionnaires and interviews with relevant staff. This paper analyzes the status quo, problems and causes of employee motivation in H enterprises in detail. After analysis and investigation, it is found that there is still a large room for optimization in employee motivation in H enterprises. In particular, there are some problems and deficiencies in the structure of compensation and welfare, the imperfect design of employee performance appraisal mechanism, the lack of long-term planning for employee career development, the lack of differentiated incentives, and the partial understanding of motivation. Therefore, on the basis of clarifying the basic concepts and related theoretical background, this paper uses the theory of demand level, based on the principle of employees 'differentiated needs, and considers the needs of employees, career development, and corporate management. It also tries to build an incentive optimization plan for employees in H enterprises from five aspects: remuneration and welfare, performance assessment, employee career development, humanization management, andII differentiated motivation, and then forms a set of more systematic plans. The analysis of this paper not only further tests and enriches the theory of employee motivation in theory, but also contributes to the long-term healthy development of the employee incentive mechanism in H enterprises in practice, improves its core competitiveness, and better serves the military's dietary security. It is also expected that the corresponding research conclusions can provide reference for many service companies that are socialized in military food security, provide reference for the Advancement of military food security socialized reform, and further promote the development of in-depth military and civilian integration. KEYWORDS:Socialization of Diet Guarantee; Catering Enterprise; Incentive1 目 录 第一章 绪 论 .............................................. 1 第一节 选题背景......................................................1 第二节 研究意义......................................................2 第三节 国内外研究综述................................................2 一、国外研究综述....................................................2 二、国内研究综述....................................................3 第四节 研究内容与方法................................................4 一、研究内容........................................................4 二、研究方法........................................................5 第二章 理论基础 ............................................ 6 第一节 员工激励的概述................................................6 一、激励的基本概念..................................................6 二、激励的构成要素..................................................6 三、激励的主要类型..................................................7 第二节 相关理论基础..................................................8 一、需求层次理论....................................................8 二、双因素理论......................................................9 三、公平理论.......................................................10 第三章 H 企业员工激励现状.................................. 11 第一节 H 企业的基本情况.............................................11 一、企业简介.......................................................11 二、企业员工结构...................................................12 三、员工结构特点...................................................15 第二节 H 企业员工需求调查...........................................16 一、调查对象选取...................................................16 二、调查内容设计...................................................172 三、调查结果分析 .................................................. 18 第三节 H 企业员工激励存在的问题及原因分析 .......................... 21 一、H 企业员工激励现状 ............................................ 21 二、H 企业员工激励存在的问题 ...................................... 23 三、H 企业员工激励存在问题的原因分析 .............................. 24 第四章 H 企业员工激励优化设计.............................. 26 第一节 指导思想与设计原则 .......................................... 26 一、指导思想 ...................................................... 26 二、设计原则 ...................................................... 26 第二节 H 企业员工激励优化策略 ...................................... 27 一、制定科学合理的薪酬福利体系 .................................... 27 二、建立公平科学的绩效考核体系 .................................... 29 三、关注员