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现今,我国事业单位在人力资源激励方面依旧存在很多不足,例如:激励的观念较弱、激励的目标不明确、缺少激励的依靠、激励的薪酬相对较少等,激励的程度与效果更待提高。随着我国当前事业单位迎来了新局面、新形式,事业单位本身唯有由企业的长远健康发展经济收益为基础,全面发挥激励的功能,增强单位创建人才激励标准的力度。对人力资源的管理工作进行改善,从而为科学的奖惩提供依据。增强鼓励的针对性,使员工的需求得到满足。本文简要分析了当前事业单位在人力资源激励方面存在的问题,并提出相应得改进方法,目的在于进一步提升人力资源的管理水平,促进企业进一步发展。
At present, there are still many deficiencies in the incentive mechanism of human resources in our country. For example, the concept of motivation is weak, the motivation is not clear, the motivation is lacking, the motivation is relatively low, the extent and effect of motivation need to be improved . With the current situation in our country, new forms and institutions themselves are only based on the economic benefits of the long-term healthy development of enterprises. They give full play to the functions of encouragement and enhance the unit’s incentive standards for creating talents. Improve the management of human resources, so as to provide scientific basis for reward and punishment. Enhance the pertinence of encouragement so that the needs of employees are met. This article briefly analyzes the existing problems of human resources incentives in PSU and puts forward corresponding methods for improvement. The purpose is to further improve the management of human resources and promote the further development of enterprises.