东盛期货员工激励机制研究 东盛期货公司是一家经中国证监会批准成立的期货公司，连续5年评级为A 级A类，在业内具有一定的知名度，主营业务为：商品、金融期货经纪业务、 资产管理、投资咨询、基金销售等等。近几年来，特别是2010年以来，随着中 国资本市场的快速发展，各金融机构之间业务内容的不断丰富，对各类人才的 需求在呈上升的趋势在此背景下，东盛期货公司面临人才流失严重、员工工作 积极性不高等问题。通过对公司员工的调查和访谈发现，公司存在着薪酬体系 不够健全、员工培训体系不够合理、绩效考评体系不够完善、忽视员工职业发 展需要等突出问题。现状与目标的对比让我们认识到，公司的激励机制存在较 大问题，需要在剖析问题的基础上，建立一套科学合理的员工激励机制。针对 上述问题，提出了改善公司员工激励机制的具体对策，帮助公司吸引人才、用 好人才、留住人才，推动公司的健康发展，实现公司未来的战略目标。 本文在激励相关理论的基础上，通过员工访谈和问卷调查，结合多年来工 作中积累的一些心得，系统地梳理了东盛期货公司员工激励方面存在的问题和 不足，立足东盛期货公司实际情况分析这些问题和不足存在的原因，结合员工 需求调查结果，制定相应的激励措施，同时为了保证这些激励措施顺利落地实 施，制订了保障措施。本文结构上分为四部分内容，第一部分主要阐述选题背 景和选题意义，并大致勾勒出东盛期货公司激励机制完善的研究方法、研究内 容，由此也梳理了关于国内外激励有关理论和文献，为下一步构思完善东盛期 货公司激励机制奠定了理论基础。第二部分主要介绍了东盛期货公司激励机制 的现状，剖析了问题成因。第三部分是本文的核心内容，在学习继承国内外激 励理论文献等研究成果的基础上，结合东盛期货公司在激励机制方面存在的问 题，制订了公司激励机制优化的总体方案：完善和健全薪酬福利体系及绩效考 II 核机制，建立和加强员工职业规划及培训激励机制，加强企业文化建设。第四 章说明了激励机制的实施保障措施。激励机制的保障措施分别从人力资源保障 和组织保障两个层面来阐述，人力资源保障层面要实施的保障措施是人力资源 部必须保证有专业的人员负责激励机制的工作，要制定计划稳步推进，同时要 求专业人员要与时俱进，不断创新激励机制的方式方法和管理工具；组织层面 要实施的保障措施是明确人力资源部是各项激励措施的归口管理部门并应设置 相应的岗位和人员来具体开展此项工作，不断夯实激励机制管理基础，建章建 制。 本文通过东盛期货公司激励机制问题的研究，运用国内外成熟的激励理论， 构建出东盛期货公司激励体系，旨在用良好的激励机制，留住和用好员工，保 持员工队伍的稳定性，进而在东盛期货公司中建立一支忠诚度甚高、工作激情 高涨、专业技术过硬的员工队伍；同时通过激励机制的优化，东盛期货公司通 过构建工资福利、考核、晋升、培训，以及企业文化建设等较为完善的激励体 系，激发员工的深层潜力，发挥员工主观能动性，自发自动地努力工作，提高 工作绩效，从而实现东盛期货公司工作效能的最大化。 关键词： 人力资源，激励机制，薪酬福利、绩效管理，职业规划 III Abstract Research On Motivation Mechanism of Dongsheng Futures Company Dongsheng Futures Co., Ltd. is a futures company approved by the China Securities Regulatory Commission. It has been rated as Class A and Class A for five consecutive years and has a certain reputation in the industry. Its main business is: commodity, financial futures brokerage business, asset management, investment consulting , fund sales, and so on. In recent years, especially since 2010, with the rapid development of China's capital market,the continuous enrichment of business content between financial institutions, and the demand for categories is on the rise, Dongsheng Futures Co., Ltd. faces serious problems such as brain drain and low employee enthusiasm. It shows that the company has outstanding problems such as insufficient compensation system, unreasonable staff training system, inadequate performance evaluation system, and neglect of employees' career development needs through investigations and interviews with company employees. The comparison between the status quo and the goal makes us realize that there are big problems in company's incentive mechanism and it is necessary to establish a scientific and reasonable employee Motivation mechanism based on the analysis of the problems. In response to the above problems, specific countermeasures for improving the Motivation mechanism of the company's employees are proposed to help the company attract talents, use talents, retain talents, promote the healthy development of the company, and achieve the company's future strategic goals. Based on the motivation-related theories, and combined with some accumulated experience in the past years,this paper systematically sorts out the problems and deficiencies in the employee incentives of Dongsheng Futures Co., Ltd. through employee interviews and questionnaires.And we analyzes these problems and shortcomings combining with the practical situation in Dongsheng Futures and the employee demand surveys.Meanwhile, in order to ensure the implementation of these IV incentives, the safeguards are formulated.There are four parts in full texts. The first part mainly elaborates the background of the topic and the meaning of the topic, and outlines the research methods and research contents of the perfect Motivation mechanism of Dongsheng Futures Co., which also sorts out the theory of incentives at home and abroad. And the literature, laid the theoretical foundation for the next step to conceive and improve the incentive mechanism of Dongsheng Futures. The second part mainly introduces the status quo of the Motivation mechanism of Dongsheng Futures Company and analyzes the cause of the problem. The third part is the core content of this paper. On the basis of learning and inheriting the research results of domestic and foreign motivation theory literatures, combined with the problems existing in the Motivation mechanism of Dongsheng Futures Co., the overall plan for optimizing the company's Motivation mechanism is formulated: perfect and sound. Compensation and welfare system and performance appraisal mechanism, establish and strengthen employee career planning and training Motivation mechanism, and strengthen corporate culture. The fourth chapter explains the implementation safeguards of the Motivation mechanism. The safeguard measures of the Motivation mechanism are elaborated from the two aspects of human resource protection and organizational security. The safeguard measures to be implemented at the human resources security level are that the human resources department must ensure that professional personnel are responsible for the Motivation mechanism, and that the plan should be steadily promoted. At the same time, professionals are required to keep pace with the times and constantly create ways and means of management and Motivation tools. The safeguard measures to be implemented at the organizational level are to clarify that the human resources department is the centralized management department of various Motivation measures and should set corresponding posts and personnel. To carry out this work in detail, continue to consolidate the basis of Motivation mechanism management, and establish a constitution. Through the research on the Motivation mechanism of Dongsheng Futures Co., this paper uses the mature Motivation theory at home and abroad to construct the Motivation system of Dongsheng Futures Co., Ltd., aiming to use good Motivation V mechanism to retain and use the employees and maintain the stability of the workforce. And in Dongsheng Futures, establish a team of employees with high loyalty, high work enthusiasm and professional skills. At the same time, through the optimization of Motivation mechanism, Dongsheng Futures Co., through the construction of wages and benefits, assessment, promotion, training, and A relatively perfect Motivation system such as corporate culture construction, stimulating the deep potential of employees, giving full play to the subjective initiative of employees, working spontaneously and automatically, and improving work performance, thus maximizing the work efficiency of Dongsheng Futures. Keywords: human resources, Motivation mechanism, compensation and benefits, performance management, career planning VI 目 录 第1章 绪论 ........................................................................................... 1 1.1 研