论文总字数：16248字

摘 要

在我国经济飞速发展的情况下，居民的物质生活已经得到了很大改善，因此人们的需求逐步趋于多样，企业为员工提供的传统货币薪酬已经难以让他们满意，所以更多企业开始把目光放到激励效果更佳的非货币薪酬上。本文研究分析了目前我国企业使用非货币薪酬的现状，找出他们在使用上的问题，从而进行问题原因分析，得出能够帮助企业使用非货币性薪酬从而得到有效激励的对策。本文经过研究发现虽然我国许多企业已经逐渐开始采用非货币薪酬的形式，但是其实施效果却达不到预期的程度，往往存在着不与传统货币薪酬相结合、不重视员工个体的差异并且实施的手段不能够结合组织的特点，缺乏对实施手法的创新的问题。所以本文认为组织只有深入分析自身特点和员工的需求，重视员工精神层次的需要，在基础的货币薪酬得到充分有效落实的前提下，采取具有针对性的多种非货币薪酬手段，不偏向于使用某一种货币薪酬手段，才能有效提高职工的归属感和对工作的幸福感，使其工作效率得到提升。完善的非货币薪酬体系能够帮助企业有效降低离职率,让企业在持续、和谐的发展节奏中提升其竞争力，为更有效地留住、激励和吸引企业的优秀员工提供支持，帮助企业在人才竞争日趋激烈的当下更好的组建和保持一支具备竞争力的人才队伍，使企业能够更好地面对当下的经济发展所带来的新挑战。

关键字：非货币薪酬 激励 企业管理

Research on High Performance Incentive Based on Non-monetary Compensation

Abstract

Under the background of the rapid economic development of China, the physical life of people has been greatly improved, as a result, the demand of people gradually become more diverse, the traditional financial compensation for employees has been difficult to make them satisfied, which more companies have began to focus on the incentive effects of non-monetary compensation. The thesis analyzes the present situation of China's companies to use non-monetary compensation, finding out the existing problems and in order to analysis their causes, to find out the countermeasure what can help companies use non-monetary compensation better. The thesis analyzed it and found out that although many companies in China have used non-monetary compensation, the effect of non-monetary compensation still can’t be maximized. There is a problem that the companies don’t combine non-monetary compensation with traditional monetary compensation. Moreover, the companies still do not pay attention to individual differences and the characteristics of organizations, the methods of non-monetary compensation need to be innovated. The company only fully understand their own characteristics and the needs of employee,to pay attention to psychological needs of employees, get the premise based on the full and effective implementation of monetary compensation,to adopt a variety of non-monetary compensation can effectively improve the employee’s ownership and work satisfaction, the staff's work efficiency can be improved effectively. Perfect non-monetary compensation system can help enterprises to effectively reduce the rate of turnover, allow enterprises to sustained and harmonious development of rhythm to enhance their competitiveness, to keep motivate and attract enterprises outstanding staff support effectively, to help enterprises set up and maintain a competitive talent team under the background of the rapid economic development of China, so that enterprises can better face the current economic challenge . 

Key Words: Non-monetary compensation;Incentive;Enterprise management 

目 录

摘要 I

ABSTRACT II

第一章 引言 1

1.1研究背景 1

1.2研究意义 1

1.3研究内容 2

1.4论文框架 2

第二章 企业非货币薪酬激励的现状与问题 3

2.1企业使用非货币薪酬的现状 3

2.2企业使用非货币薪酬的问题 4

第三章 企业非货币薪酬激励存在问题的原因 6

3.1管理理念重约束轻激励 6

3.2薪酬体系构成不平衡 6

3.3培训与工作分配不合理 7

3.4忽视与员工心理契约的建立 8

3.5忽视企业文化的建设 8

第四章 完善企业非货币薪酬模式的对策 10

4.1 建立因人制宜的薪酬体系 10

4.2.建立弹性福利制度 10

4.3建立培训晋升体系 11

4.4建立良好的工作环境 12

4.5提高员工的参与决策比重 13

4.6培养统一企业文化 13

结语 15

参考文献 16

第一章 引言

1.1研究背景

因为我国当前的经济发展水平正迈入一个高速前进的时代，各个企业的经营形式和方向都在不断更新，所以员工必须掌握更多的技能才能满足企业的需求。进入21世纪以来，企业对员工的要求已经不单单在基础劳动力的水平上，更多的是要求员工掌握更多的新技术以面对企业快速发展中所需要面对的新挑战。

当代企业员工正在学习更多的技能以适应企业对人才多面性的要求，伴随着他们能力和收入的提升，他们更多层次的需求愿望也开始期待被实现。在物质水平不断提升的情况下，企业职工需求也在相应地变多，如何实行能够满足当下新型经济、企业、员工的更科学的薪酬管理系统从而达到对员工的高绩效激励已经是企业必须考虑的一大问题。

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