I 摘要 国有企业是国民经济的重要支柱，国企运营效率提高的关键，在于建立完善 的激励机制，将国企员工的能量最大限度地释放出来。S 集团财务 公司作为地方 国企，近年出现的员工离职率高、工作不积极等问题愈加严重，对公司经营造成 了较的大影响。如何增强员工的物质激励，提高员工工作积极性，促进企业发展， 成为管理者当前最重要的工作内容。 本文依据激励相关理论，以 S 集团财务公司员工为主要研究对象，对其物质 激励进行系统研究。首先，对国内外文献进行梳理，提出研究方 法，界定相关概 念并阐述相关经典激励理论。其次，从薪酬激励、福利激励、晋升与发展激励、 培训激励四个方面分析 S 集团财务公司的物质激励现状，通过问卷调查员工物质 激励满意度和需求等内容，得出物质激励存在薪酬激励达不到员工心理预期、福 利激励不全面、晋升与发展受限、培训激励不到位等问题，并分析了成因。再次， 提出了设置更 科学合理的与绩效挂钩的薪酬标准体系、完善福利激励、建立公平 规范的晋升机制、建立针对性的培训体系等优化措施，还对超额利润分享以及申 请金融政策奖励等措施进行了 有益探索。 本文旨在为企业的物质激励提供借鉴，同时也是为改革期的国企集团财务公 司的人力资源管理提供决策参考。 关键词：国企；财务公司；员工；物质激励Abstract II Abstract State-owned enterprises are an important pillar of the national economy. The key to improve the operation efficiency of state-owned enterprises lies in the establishment of a sound incentive mechanism to release the energy of state-owned employees to the maximum extent. As a local state-owned enterprise, S Group finance Company has been confronted with increasingly serious problems such as high employee turnover rate and inactive work in recent years, which have exerted a great impact on the company's operation. How to enhance the staff's material incentive, improve their work enthusiasm and promote the development of the enterprise has become the most important work content for managers at present. Based on the theories of incentive, this paper takes the employees of S Group finance company as the main research object to conduct a systematic study on their material incentive. First of all, the literature at home and abroad is sorted out, research methods are proposed, relevant concepts are defined and relevant classical incentive theories are elaborated. Secondly, from the salary incentive, the welfare incentive motivation, training, motivation, promotion and development four aspects, analyze the present situation of S group finance company material incentives through the questionnaire survey content such as material incentive employees satisfaction and demand, it is concluded that material incentives are short of staff salary motivation psychological expectations, welfare incentive is not comprehensive, limited promotion and development, training, incentive, a problem such as and analyzes the causes. Thirdly, it puts forward optimization measures such as setting a more scientific and reasonable salary standard system linked toAbstract III performance, improving welfare incentives, establishing a fair and standard promotion mechanism, and establishing a targeted training system. It also makes beneficial exploration on measures such as excessive profit sharing and applying for financial policy rewards. The purpose of this paper is to provide reference for the material incentive of enterprises, and also to provide decision-making reference for the human resource management of state-owned enterprise group finance companies in the reform period. Key words: State-owned enterprises; Finance company; Employees; Material incentives目录 IV 目 录 第一章 绪论.......................................................1 第一节 选题背景 与研究意义........................................1 一、选题背景....................................................1 二、研究意 义....................................................2 第二节 国内外相关研究动态........................................4 一、国外研究动 态................................................4 二、国内研究动态................................................4 三、文献评 述....................................................6 第三节 研究内容和方法............................................7 一、研究内 容....................................................7 二、研究方法....................................................7 第二章 相关概念和理论依据 ................................ 8 第一节 相关概念..................................................8 一、集团财务公司及其员工的概 念..................................8 二、激励的概念..................................................8 三、物质激励的概 念..............................................9 第二节 相关理论依据..............................................9 一、马斯洛的需求层次理 论........................................9 二、赫茨伯格的双因素理论.......................................10 三、亚当斯的公平理 论...........................................11 第三章 S 集团财务公司员工物质激励现状.................... 12 第一节 S 集团财务公司现状及人力资源概况 .........................12 一、S 集团财务公司简介 .........................................12 二、S 集团财务公司组织架构 .....................................14 三、人力资源情况...............................................16 第二节 公司现行的物质激 励.......................................18 一、薪酬激励...................................................19目录 V 二、福利激 励...................................................23 三、晋升与发展激励.............................................24 四、培训激 励...................................................25 第四章 S 集团财务公司员工物质激励存在的问题及原因分析 .... 28 第一节 问卷设计及调查实 施.......................................28 一、问卷设计...................................................28 二、问卷的发放与回收形 式.......................................28 三、问卷调查结果...............................................28 第二节 物质激励存在的问 题.......................................33 一、薪酬激励达不到员工心理预期.................................33 二、福利激励不全 面.............................................36 三、晋升与发展受限.............................................37 四、培训激励不到 位.............................................38 第三节 存在问题的原因分析.......................................39 一、受限于国有企业并不完全市场化的管理体 制.....................39 二、管理层对物质激励的认知不足.................................39 第五章 S 集团财务公司员工物质激励的优化措施.............. 41 第一 节 S 集团财务公司员工物质激励优化的原则 .....................41 一、竞争性原则.................................................41 二、公平性原 则.................................................41 三、及时性原则.................................................41 四、个人需要与企业目标相结合的原 则.............................42 第二节 S 集团财务公司员工物质激励优化措施 ........................42 一、设置更科学合理的，与绩效挂钩的薪酬标准体 系.................42 二、完善福利激励...............................................44 三、建立公平规范的晋升机制.....................................45 四 、建立针对性的培训体系.......................................48 五、探索超额利润分享激励方法...................................49 六、积极申请深圳福田区金融 政策扶持的资金奖励...................56目录 VI 第六章 研究结论与展望 ................................... 59 第一节 研究结 论..................................................59 第二节 存在不足及展望............................................60 附 录.................................................... 61。。。。。。以下内容略