大连理工大学专业学位硕士学位论文
摘
要
随着改革开放的深入发展，中国制造业近年来取得了迅猛的发展，各企业对技能型
人才的需求也越来越多。然而，市场上技能型人才存在较大缺口，人才的供应量远远不
能满足企业的需要，企业常常面临招不到人或是招不到合适人才的处境。企业的竞争即
人才的竞争，为了保持自身的竞争力，各企业纷纷提高了人才的待遇，无形中加剧了新
生代技能型人才的流动，给各企业人才管理带来了巨大的挑战。F公司面临着同样严峻
的考验，新生代技能型人才流失率居高不下，部分单位人才梯队青黄不接，给公司的正
常运转带来了极大的困扰。为了保证 F公司的长远发展和良性运作，必须建立起一套科
学有效的人才激励体系，以留住新生代技能型人才，提升人才的归属感和向心力，确保
公司在后续的竞争中立于不败之地。
本文以国内制造欧亿·体育（中国）有限公司为研究背景，以 F公司新生代技能型人才为研究对象，以四个
典型管理案例为研究基础，展示出F公司现有人才激励体系中存在的诸多问题。通过运
用案例分析法、文献分析法、调查法和访谈法以及对比研究法，结合激励相关理论、职
业生涯管理理论，从不同角度和层面对这些问题进行了分析，总结出F公司人才激励不
足的主要问题，企业报酬激励不足，职业发展通道不畅，培训体系缺乏针对性，企业文
化建设有待加强。以此为基础，提出了针对现有薪酬体系、绩效考核、职业发展、员工
培训、企业文化的改进方案和建议，并构建了相应的实施保障措施。
本文基于对F公司各项激励政策的充分了解，对新生代技能型人才需求全面分析的
基础上提出的人才激励管理改进方案，可以帮助F公司扭转当前人才高流失率的被动局
面，有利于稳定新生代技能型人才队伍，提升人才的忠诚度和创造力，以提升 F公司在
制造欧亿·体育（中国）有限公司中的竞争力，助力公司的稳定经营和长远发展！
关键词：制造业；新生代技能型人才；人才激励
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F公司新生代技能型人才激励问题案例研究
A Case Study on New Generation of Skilled Talents Incentive in F
Corporation
Abstract
With the in-depth development of reform and opening up, China's manufacturing
industry has achieved rapid development in recent years, and enterprises have more and more
demands for skilled talents. However, there is a large gap in the job market for skilled talents,
and the supply of talents is far from meeting the needs of enterprises, it is often face the
situation of unable to recruit talents or suitable talents. The competition of enterprises is the
competition of talents. In order to maintain their own competitiveness, enterprises have
increased the salary of talents, which virtually stimulate the flow of the new generation of
skilled talents and brings great challenges to the talent management of enterprises. F
Corporation is facing the same severe test. The turnover rate of the new generation of skilled
talents remains high, and the shortage of talent in some departments has brought great trouble
to the normal operation of the corporation. To keep winning, the corporation will
need to establish a set of scientific and effective talent incentive system and hang on to the
new generation of skilled talents, enhance their sense of belonging and cohesiveness, and aim
at long-term development.
Taking the domestic manufacturing industry as the research background, taking the new
generation of skilled talents as the research object, and taking four typical management cases
as the research basis, this thesis reveals many problems existing in current talents incentive
system of F Corporation. By the use of case analysis, literature analysis, investigation,
interview and comparative research, refer to Motivation Theories and Employee Career
Management Theory, this thesis analyzed F Corporation existing incentive issues from
different angles and levels, and summarizes the main problems includes insufficient salary
incentives, poor career development channels, lack of pertinence in the training system, and
weak of corporate culture. According to above study, this thesis proposes the improvement
schemes and suggestions for the existing salary system, performance assessment, career
development, employee training, and enterprise culture, and provides the corresponding
implementation guarantee measure.
The talent incentive management improvement plan proposed on the basis of full
understanding of various motivation policies of F Corporation and exhaustive analysis of the
needs of the new generation of skilled talents, it can help F coporation reversing the current
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大连理工大学专业学位硕士学位论文
passive situation of high turnover rate of talent, which is conducive to stability the new
generation of skilled talents and will enhance their loyalty and creativity, so as to enhance the
competitiveness of F coporation in the manufacturing industry, and contribute to the
company’s stable operation and long-term development!
Key Words：Manufacturing; New Generation of Skilled Personnel; Talents Incentives
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