分类号 U D C
密级编 号
专业硕士学位论文
ZF 公司员工激励问题与对策研究
Research on the Problems and Countermeasures of Staff
Motivation in ZF Company
学位申请人： 申 明
指 导 教 师 ：田子俊 副教授
合 作 教 师 ： 彭学伟高级工程师
专 业 领 域 ： 工商管理
学 位 类 别 ：工商管理硕士
2022 年 12 月 独创性声明
本人声明，所呈交的论文是我个人在导师指导下完成的研究工作及取得的研
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学位或证书而使用过的材料。与我一同工作的同志对本研究所做的任何贡献均已
在论文中作了明确的说明并表示了谢意。
研究生签名：
日期：2022 年 12 月 9 日
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日期：2022 年 12 月 9 日 摘要
摘 要
近年来，耐磨材料企业如雨后春笋般出现，成为新材料领域研究的重点，同
时也是高新技术领域的竞争焦点。耐磨材料欧亿·体育（中国）有限公司的中小企业对于增加就业、促进
经济增长、推动科技创新等方面具有不可替代的作用。ZF 公司成立于2018 年，
专注于新型减摩耐磨材料滑动轴承产品的研发与生产，是河南中小型科技企业，
国家高新技术企业。如何提高员工工作积极性，为促进公司长足发展打好基础成
为重点考量的问题。因此，员工激励问题值得被探讨。
本文以双因素理论、马斯洛需求层次理论和目标设置理论为基础，运用文献
研究法、问卷调查法和实地调研法，对ZF 公司全体员工进行员工激励满意度问
卷调查，并随机选取不同部门、不同级别、不同年龄的对象开展访谈，深入了解
ZF 公司员工对现有激励策略的态度和其真实需求，并加以分析。发现该公司存
在薪酬与绩效管理不科学、员工培训不合理、晋升发展机制不完善和企业文化培
育效果不佳的问题。产生上述员工激励问题的原因，一是公司管理层缺乏现代管
理理念，二是激励措施与员工的真实需求脱节，极大弱化了激励效果，三是反馈
机制不健全，员工的意见和建议无处诉说。
针对 ZF 公司存在的员工激励问题，本文提出了四个优化对策。一是完善薪
酬与绩效制度，增加薪酬弹性，建立岗位薪酬职级，对绩效考核进行优化，设置
科技成果转化奖金等。二是合理规划员工培训，制定理论与实践相结合的分类培
训计划，开展科学的培训考核，并为培训提供有效保障。三是调整内部晋升模式，
遵循“能者上、庸者下”的原则规划换届周期，允许跨部门报名晋升竞聘，培养
复合型管理人才等。四是加强企业文化建设，将企业文化培育规划至日常培训中
去，营造良好的工作环境，更加尊重和爱护员工等。本文力图在一定程度上对
ZF 公司的员工激励对策进行优化，并对同规模同欧亿·体育（中国）有限公司的企业员工激励问题提供
有益借鉴。
关 键 词：中小企业；员工激励；激励问题
论文类型：应用类
选题来源：其他
I ABSTRACT
ABSTRACT
In recent years, wear-resistant material enterprises have sprung up, becoming the focus
of research in the field of new materials, as well as the focus of competition in the
field of high-tech. Small and medium-sized enterprises in wear-resistant material
industry play an irreplaceable role in increasing employment, promoting economic
growth, scientific and technological innovation, etc. Founded in 2018, ZF is a small
and medium-sized science and technology enterprise in Henan Province and a national
high-tech enterprise, focusing on the research, development and production of new
antifriction and wear-resistant material sliding bearing products. How to improve
employees; work enthusiasm and lay a good foundation for the company;s rapid
development has become a key consideration. Therefore, the issue of employee
motivation is worth discussing.
Based on the two factor theory, Maslow;s hierarchy of needs theory and goal setting
theory, this paper uses the literature research method, questionnaire survey method and
field research method to conduct a questionnaire survey on employee motivation
satisfaction of all employees of ZF Company, and randomly select different
departments, different levels and different ages to conduct interviews, so as to deeply
understand the employees; attitude towards the existing incentive strategies and their
real needs, and analyze them. It is found that the company has problems such as
unscientific salary and performance management, unreasonable employee training,
imperfect promotion development mechanism and poor corporate culture cultivation
effect. The reasons for the above employee incentive problems are: first, the
company;s management lacks modern management concepts; second, the incentive
measures are disconnected from the real needs of employees, which greatly weakens
the incentive effect; third, the feedback mechanism is not sound, and employees;
opinions and suggestions can not be explained.
In view of the problems existing in ZF Company, this paper puts forward four
optimization countermeasures. First, improve the salary and performance system,
increase the salary elasticity, establish post salary ranks, optimize the performance
III ABSTRACT
appraisal, and set up bonuses for the transformation of scientific and technological
achievements. The second is to reasonably plan staff training, formulate classified
training plan combining theory and practice, carry out scientific training assessment,
and provide effective guarantee for training. The third is to adjust the internal
promotion mode, plan the transition cycle according to the principle of "the competent
are superior, the mediocre are inferior", allow cross department registration for
promotion and competition, and cultivate compound management talents. The fourth is
to strengthen the construction of corporate culture, plan the cultivation of corporate
culture into daily training, create a good working environment, and more respect and
care for employees. This paper tries to optimize the staff incentive measures of ZF
Company to a certain extent, and provide useful reference for the staff incentive
problems of enterprises of the same scale and industry.
KEY WORDS:Small and medium-sized enterprise ； Employee incentive ；
Incentives
Dissertation type: Application class
Subject source: Others
IV