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1、摘要在改革开放飞速发展的今天，随着我国经济实力的不断提高，以及次贷危机所带来的影响，相应的也给我国的很多公司以及集团带来人力资源的管理问题。那么如何进行人力资源管理，充分调动中国工作人员的积极性和创造性，高效率地利用现有资源中的最活跃的资源-人力资源，从而更加有效地利用其他资源是来使我国的经济有更好的发展。使企业在竞争中处于优势高效生产经营运作的有利地位，减少工作中的不满和冲突发生，减少无谓的人员浪费和流失。许多公司都会有不同程度的管理问题，特别是在人员的有效激励方面表现的尤为突出。这些突出的矛盾主要是由于时代的变化、经济的发展以及次贷危机等造成的。文化和管理理念的差距，促使公司的人力资源管理
2、方面出现很大的人员浪费和流失现象的产生。因此，本文对企业的人力资源激励的相对不合理、不完善的方面给予相应的改进性建议，希望能够通过认真分析管理特点而制定的改进员工激励的建议能够为上海邮申国际货运有限公司大连分公司提高自身资源利用效率有所帮助。关键词：员工激励；激励；邮申货运AbstractThe rapid development of reform and opening up today, as Chinas economic strength continues to improve, as well as sub-prime crisis impact, the correspondi
3、ng also to the many companies and groups in China to bring human resources management issues. So how do human resource management, fully utilizing the Chinese staff motivation and creativity, the efficient use of existing resources in the most active of the resources - human resources, and thus more
4、 effective use of other resources is to make our economy better development. The enterprise in a dominant position in the competition and efficient operation of production and operation of an advantageous position to reduce the work of discontent and conflict, reduce waste and loss of personnel fear
5、less。Many companies will have different levels of management problem, especially in the aspects of personnel incentive of particularly outstanding. These highlight the contradiction was mainly due to the changing times, economic development, as well as a result of the subprime mortgage crisis. Cultu
6、re and the concept of management gap, prompted the companys human resources management of personnel appear in large waste and erosion phenomenon production. Therefore, this article imperfect give corresponding suggestions for improvements in the hope that through careful analysis and management char
7、acteristics of old and new cultures developed recommendations to improve staff motivation in Shanghai yusen air however, the following year spending on wages fell to 81 percent. In balancing monetary (extrinsic) and nonmonetary (intrinsic) incentives, companies use diverse motivators ranging from co
8、mpetitive monetary compensation and health insurance packages to concierge services and nap times. The continuous endeavor is to be creative in designing a benefits package that attracts and retains quality employees.The theory of Maslows hierarchy of needs can be used as a framework to identify the
9、 various benefits organizations can offer to satisfy their employees needs and, in turn, increase revenues and reduce expenses. Psychology professor Abraham Maslows theory, proposed in 1943, identifies the five basic human needs that underlie all human activity.Fundamental behavior Maslows hierarchy
10、 of needs is one of the fundamental theories of personal motivation. The theory can help organizations design programs to motivate their employees, retain employee loyalty, reduce turnover, recruit quality individuals and ultimately increase productivity and net income. A. Kinicki and R. Kreitner, i
11、n their book Organizational Behavior, identify and define the five basic human needs that comprise Maslows hierarchy. The five human needs, presented in hierarchical order from the most basic to the most advanced, are physiological, safety, love/belonging, esteem and self-actualization.According to
12、Maslow, each need has to be satisfied substantially in order for an individual to progress to the next level. Managers are able to motivate their employees by providing rewards that help satisfy the need that is operational and prevalent at any point in time. Once a need has been satisfied substanti
13、ally, it ceases to be a motivator. Then, employees move to the next level in the need hierarchy and work on satisfying those needs. 沈阳理工大学学士学位论文291. Physiological needsMaslow defined the physiological need as the most basic. It includes the need for food, air, water and shelter as well as the need t
14、o be active, to rest and to sleep. The most obvious motivational item in this category is monetary compensation, which includes wages and salaries, bonuses, stock options and retirement plans. Wages and salaries make up about 80 percent of what companies spend to compensate their employees. Many ind
15、ividuals would list salary as one of the most important factors when considering a job. Money is a vital part of employeesreward packages and helps fulfill the bulk of their physiological needs. Food, clothing and a place to live can be obtained with the wage or salary a person earns.Providing a com
16、fortable work environment also helps satisfy physiological needs. Clean and fresh air to breathe and an ergonomic workspace, keyboard and mouse can help employees perform without distraction and keep them motivated. Other benefits offered to satisfy employees physiological needs are free or subsidized cafeterias, regular break times and break rooms stocked with drinks and food. Many companies provide free food for their employees so that they are satisfied on this level and able to enga
