摘要
摘要
近年来中国房地产企业受国家政策和宏观经济的影响 ,企业之间的竞争变
得日益白热化。不少房地产公司的管理人员对人力资源管理（HRM）制度、员工
激励的重要性建立了相应认知，开始尝试创建与房地产欧亿·体育（中国）有限公司特点、公司实情相符
的 HRM体系、激励机制，进而招揽并挽留人才，尽可能地激发员工的工作积极
性，提升其创新能力，实现个人目标和组织目标的在客观上的统一，达到双赢。
SZ公司作为一家极具发展潜力的民营中小型房企 ,由于发展规模在逐步扩
大，传统的激励机制已无法与公司的迅猛发展需求保持同步,员工满意度、忠诚
度均有所降低，人才供给已经无法满足企业的发展需求,因而需要对现阶段的激
励机制进行优化，提升核心竞争力。
本文通过对各国HRM中与激励机制相关的理论进行总结、回顾，基于对传统
理论研究成果的借鉴，以扬州SZ公司员工激励问题为案例进行研究。首先从人
力资源现状、职工薪酬、绩效、福利、津贴、晋升机会等方面，分析研究了SZ公
司的现阶段激励现状。其次，依据激励的相关理论，制定了调查问卷，内容包括
基本信息、外在激励、内在激励、公司管理四个层面。此外，通过问卷调查来了
解94名员工的满意度状况，这些员工的年龄、层级存在一定差异，之后，本文
对问卷进行了汇总分析，并针对问卷调查中所反映的问题，进行了深度访谈，深
入挖掘存在问题的原因，最后，针对存在问题，提出了针对SZ公司激励机制优
化措施，以便为 SZ公司改善激励机制管理，提高市场核心竞争力提供参考意见。
关键词：SZ公司；员工；激励机制
I

Abstract
Abstract
In recent years, Chinese real estate enterprises are affected by national policies
and macro-economy, and the competition among enterprises becomes increasingly
fierce. Many real estate company's management of human resource management
(HRM) system, the importance of employee motivation has established the
corresponding cognitive, began to try to create the truth is consistent with the real estate
industry characteristics, company's HRM system, incentive mechanism, to attract and
retain talent, as far as possible to excite the work enthusiasms of staff, improve their
innovation ability, To achieve the objective unity of personal goals and organizational
goals, to achieve a win-win situation.
SZ company as a most development potential of private small and medium-sized
enterprise, due to the development scale expands gradually, the traditional incentive
mechanism have been unable to keep pace with the rapid development of the company
demand, employee satisfaction and loyalty are reduced, and the talent supply cannot
meet the demand of the development of the enterprise, and therefore need to optimize
the present incentive mechanism, enhance core competitiveness..
This paper summarizes and reviews the theories related to incentive mechanism
in HRM of various countries. Based on the reference of the research results of
traditional theories, this paper takes the employee incentive problem of Yangzhou SZ
Company as a case study. First of all, from the current situation of human resources,
employee compensation, performance, welfare, allowance, promotion opportunities
and other aspects, analysis of SZ company's current incentive status quo. Secondly,
based on the theory of motivation, a questionnaire was developed, including basic
information, extrinsic motivation, intrinsic motivation and company management. In
addition, through the questionnaire survey to understand the status of the 94 employees
satisfaction, the employee's age, level, there are some differences, in this paper, the
questionnaire has carried on the summary analysis, and aimed at the problems reflected
from the survey, conducted in-depth interviews, in-depth excavation of the existing
problems and reasons, finally, in view of the problems, proposed in view of the SZ
II

Abstract
company incentive mechanism optimization measures, In order to improve SZ
company incentive mechanism management, enhance the core competitiveness of the
market to provide reference.
Keywords: SZ company; Employees; Incentive mechanism
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