文档介绍：摘要21世纪是知识型经济的时代,也是个以人为本的时代。随着社会经济的不断发展、分工的不断细化以及原始资源的稀缺化,如何充分、有效、最大化地利用人力资源、提高人力资源利用率和工作效率,已成为现代企业经营管理的重要课题。中国国有企业由于其营销、管理制度和内部机构问题与普通民营企业、外资企业有所不同,导致了在人力资源和相应的激励机制上也存在较多问题。本文以中国铁通集团有限公司杭州萧山分公司为例,指出该公司存在用人机制不到位、人力资源的利用效率低下,执行力不强、人才流失现象比较严重等问题。其激励机制主要存在六大矛盾:才能与资历的矛盾;物质激励和精神激励的矛盾;短期激励和长期激励的矛盾;激励与激励之间毫无差别、未“对症下药”;激励和约束的矛盾;非正式员工与正式员工之间的激励政策失衡等。根据这些矛盾,笔者建议中国铁通集团有限公司杭州萧山分公司应该建立严格的考核制度,以绩效、才能为导向;完善、健全激励体制,建立多元化的激励方式;完善奖惩制度,推拉相结合;关注非正式员工,促进企业内部环境和谐;注重企业文化建设等。关键词:国有企业激励中国铁通集团有限公司杭州萧山分公司Abstract21centuryisnotonlyaneraofknowledge-basedeconomy,butalsoapeople-,andthedivisionoflaborandoriginalresourcescontinuousspecificationofthescarce,howtofully,effectiveandmaximizeusethehumanresources,improvehumanresourcesutilizationandworkefficiency,'sstate-ownedenterpriseduetoitsmarketing,managementsystemandinternalagencyproblemsandordinaryprivateenterpriseandforeigncapitalenterprisedifferent,hadresultedinhumanresourcesandthecorrespondingincentivemechanism,,panyemployingmechanismdoesnotreachthedesignatedposition,humanresourcesuseefficiencyislow,theexecutivepowerisstrong,andthephenomenonisquiteseriousbraindrain,:canthecontradictionwithqualifications;Materialincentiveandspiritualincentivecontradictions;Short-termincentiveandlong-termincentivecontradictions;Nodifferencebetweenencouragementandmotivation,not"suittheremedytothecase";Thecontradictionofincentiveandrestraint;Informalandformalemployeebetweentheemployeesincentivepolicyimbalances,,theauthorsuggestZhejiangBranchofCRCGroupshouldestablishstrictappraisalsystem,inordertoperformance,soastoguide;Perfectandimprovetheincentivesystem,andestablishadiversifiedstimulation;Rewardsandpunishmentsystemperfect,push-heFocusoninformalemployees,promoteenterpriseinternalenvironmentharmony;Payattentiontotheente