文档介绍：摘 要
知识经济时代,人力资本及其管理是企业获得和保持核心竞争力及持续竞争优势最关键的推动力和重要的源泉。旅游企业是劳动密集型产业, 产品的特殊性决定了产品质量的好坏直接取决于提供服务的员工的素质、技能、能力,还取决于其工作的积极性、主动性和创造性,这就需要配合有效的激励机制,充分调动员工的积极性和创造潜能,但是员工的差异性是激励机制设计的难点。本文的研究目的就是依据员工人力资本价值,建立更有效的激励机制,采用了规范研究与实证研究相结合、定性分析和定量分析相结合、理论研究与实例旁证相结合的研究方法对旅游企业的激励机制进行研究。
首先,本文对人力资本价值和激励理论研究现状进行了介绍,并回顾了相关了理论。在综述了国内外相关学者研究成果的基础上,提出了基于人力资本价值的激励机制,有一定的理论意义和实际应用价值。
其次,在对旅游企业人力资本激励现状进行分析的基础上,指出了我国旅游企业人力资本激励机制构建不足的原因,充分论证了旅游企业完善人力资本激励机制的必要性。
再次,依据对旅游企业人力资本的层次性和价值内涵的分析,引入了人力资本内在价值和外在价值的概念,并依此分析和提出了人力资本内、外价值评价方法,从定量和定性结合的角度为激励机制的构建提供依据。
最后,构建了基于人力资本价值的激励机制框架,指出了构建激励机制的程序,并融入了人力资本价值评价体系、激励因素和激励措施等。以 JQ 国旅部分员工为研究对象,探讨了基于人力资本价值的激励机制的具体措施,主要包括差异性和非差异性两方面的激励措施。
关键词 旅游企业;人力资本价值;激励机制;差异化;约束机制
Abstract
Human capital and its management is the most critical driving force and the single most important source to obtain and maintain petencies and petitive advantage in Era of knowledge economy. Tourism enterprises are labor-intensive industries, specificity of the product determines the product quality to depend directly on the quality of services, skills, abilities provided by staff, but also on their enthusiasm, initiative and creativity, which require an effective incentive mechanism to mobilize the enthusiasm of employees and the creative potential. However, differences in employee incentive mechanism design are difficult. The purpose of this research is to establish a more effective incentive mechanism based on the value of employee human capital, bination of standardized research and empirical studies, combination of qualitative and quantitative analysis bination of theory and practice. Main research contents are as follows:
Firstly, in this paper introduced the research status of the value of human capital theory and overviewed the relevant research results, the thesis proposed incentive mechanism based on the value of human capital,and there is a certain theoretical and practical application value.
Secondly, analysis the status and cause of the problem of hum