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随着社会的进步和经济的发展,中小型国有企业若想在激烈的国际竞争中得以生存,必须激发员工的主人翁意识、主观能动性,大多数中小型国有企业在人力资源管理方面均采取物质激励、股权激励以及相应的绩效考核等措施,忽略了员工作为独立个体的需求与自我实现的需要,根据马斯洛的需求层次分析,自我实现的需要是最高层次的需要,是指实现个人理想、抱负,发挥个人的能力到最大程度。在需求从物质需求向精神需求过渡的过程中,职业生涯规划激励机制是将企业利益与员工利益趋于一致,促进中小型国企发展最有效的激励方式。
With the progress of society and economic development, if small and medium-sized state-owned enterprises are to survive in the fierce international competition, they must stimulate the sense of ownership and subjective initiative of their employees. Most small and medium-sized state-owned enterprises adopt material incentives in human resources management , Equity incentive and the corresponding performance appraisal, ignoring the employee’s need as an independent individual and the need of self-actualization. According to Maslow’s level of needs analysis, the need of self-actualization is the highest level of need and refers to the realization of individual ideal, Aspiration, to maximize the individual’s ability. In the process of demand transition from material needs to spiritual needs, the career planning incentive mechanism is to bring the interests of enterprises and employees into conformity and promote the most effective incentive mode for the development of small and medium-sized state-owned enterprises.