a船企八零后员工激励体系诊断报告

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1、万方数据在职业规划方面，员工很迷茫，企业没有很好的对员工的未来进行明晰的指导和规划；企业文化没有很好的渗透到员工的心理，员工对于工作没有感情，甚至不喜欢自己的工作，不知道自己工作的意义，看不到自己未来的前景，所以员工的积极性没有充分的调动起来。在通过了解艰苦行业的特点，并分析80后员工自身特点、成长环境的的基础上，借鉴马斯洛需求层次理论，利用双因素理论和Y理论，分析影响80后员工激励的主要因素，结合稻盛和夫的员工幸福理论⋯．员工幸福则企业高效的观点，并通过差异化薪酬，加强对员工的饮食、业余生活以及家人的改善和关怀等措施，以增加员工自身的离职成本，使员工产生对企业的依赖

2、感；通过加强沟通和完善企业文化，增强员工对企业的归属感等。这些措施在对解决A船企招工难、留工难，员工劳动生产率低下这些问题方面，都将有很好的参考价值和借鉴意义。本文的分析和研究将帮助A船企在薪酬、福利、职业规划、企业文化等方面有明显的改进，留住员工，提高员工的劳动积极性。关键词：80后员工；艰苦行业；激励；需求II万方数据AbstractShip’buildingenterprisesoccupyanimportantpositionintheexportindustryaswellasmanufacturingindustryinChina．However,beca

3、usemuchof廿1ebusinessdoneinship-buildingenterprisesisintheformofinternationalorders，whichtendtobedeeplyaffectedbyworldfinancialmarket，alotofuncertaintynaturallyfollows．h1mostcases，thenumberofemployeesinashipyardismaintainedthenumberrequiredbytheordinaryorders．Oncederivinglargeorders，ship

4、yardsrequiretheiremployeestoworkovertimeinordertoreducecostsandeasestaffshortage．Theworkingconditionsbeingveryhard，laborhighlyintensiveanddangerous，workersins01neworkshopsarefacedwithseverebums，evendeathduetooperationalefror．Furthermore，thecurrenttightdomesticlabormarket，thespecialhisto

5、ricalbackgroundandgrowthenvironmentofthepost一80sgenerationemployees，coupledwithallwalksofliferegardingthemasthemainforceoftheirbusinesses．resuItedintheutterdifferencebetweenthemandtheirsenioremployees．Besides，thene：gativeimpactoftheintemalandexternalenvironmentleadstoproblemsintermsofsh

6、ip。buildingenterprisesrecruitingandretainingemployees，decreasedproductivitv．Thispaperattempts，fromtheperspectiveofincentive,tofindasolutiontothe】aborshortagethatthedomesticshipenterprises，thelabor-intensivemanufacturer,areconfrontedwith．ThispaperintroducestheenterprisebackgroundofShipya

7、rdAandtheimportantroleofship-buildingindustryinJiangsuProvinceandanalyzessomebasicproblemsexistinginthepost-80sgenerationemployeesworkinginShipyardA．Onthebasisofcollection，studyandgeneralizationoftheChineseandforeignliteraturerelatedtotheemployeeincentive，thepaperanalyzesthepro