With the continuous development of our country’s society, the requirements for the quality of talents are getting higher and higher, especially in the field of industrial and commercial enterprise management. Therefore, colleges and universities should pay attention to the construction of practical teaching system for industrial and commercial enterprise management majors. Below are the industrial and commercial enterprise management papers I compiled for your reference. Industrial and Commercial Enterprise Management Thesis Sample 1: Discussion on the Incentive Mechanism in Enterprise Management
Incentive is the most important and basic function in modern enterprise management. At present, in most enterprises in our country, the incentive mechanism has some problems that cannot be ignored, mainly manifested in: lack of diversity in forms, lack of practical effects, lack of pertinence of measures, lack of accuracy in evaluation, etc. This article proposes targeted improvement ideas to address these issues.
1. The concept of incentive mechanism.
The incentive mechanism is the way in which the incentive subject and the incentive object interact through incentive factors in the organizational system, that is, it refers to the sum of the operation mode and development and evolution rules of the internal relationship structure of enterprise incentives. In the management process, enterprises must fully understand the diverse needs of their employees, guide and mobilize employees' work enthusiasm and creativity by formulating targeted demand-satisfying principles, regulations, and systems, and ultimately achieve the purpose of increasing employee satisfaction.
2. Problems in the incentive mechanism of Chinese enterprises.
Currently, our country is still in the process of transitioning from the old to the new economic system. Enterprises are still affected by the old management model in terms of operation and management. Therefore, the establishment of an effective incentive mechanism has not received enough attention from enterprises. Some companies still use the material incentives under the planned economy in the past. Even if the government or companies have introduced certain strong incentive measures, they are mainly aimed at leaders, resulting in a huge difference in income between leaders and employees. At present, the incentive mechanism established by our country's enterprises mainly has the following problems:
One employee's compensation is not really extended.
The salary and remuneration system of state-owned enterprises in my country adopts a "graded system", but this system does not really widen the salary gap among enterprise employees, although the work of factory directors and managers is much more complicated than that of ordinary employees. There are many employees, and the risks they bear are much greater, but their remuneration is not much different from that of ordinary employees. This has caused many state-owned enterprise managers in our country to be unwilling to make progress, seek hidden income, and even commit corruption; some professional and technical personnel Their creative ability has not been recognized and they often live in a dawdling situation; and after a group of ambitious highly educated talents entered the company, they were either assimilated by the negative atmosphere, or they were frustrated and left angrily.
The two spiritual substances are not unified.
Our country’s incentive practice, especially in state-owned enterprises, has insufficient cadre management systems and insufficient employment legal systems. During the period of planned economy, enterprises and governments often paid attention to spiritual incentives and ignored material rewards. They equated material interests with capitalism and banned normal bonuses and welfare as capitalist things. Since the reform and opening up, our country has begun to reform the economic system centered on economic construction. The company gradually breaks away from the distribution of big pots of rice and implements rewards for hard work and punishment for laziness, rewards for excellence and punishment for inferiority, and employees' work enthusiasm has been improved. In this case, in order to better mobilize enthusiasm, corporate managers are increasingly using material incentives, but spiritual incentives are becoming less and less. Later, the situation of award-based management emerged.
Three incentives do not vary from person to person.
When many industries in our country implement incentive measures, they do not conduct a careful and detailed analysis of the needs of employees. Instead, they apply the same incentive methods to everyone across the board, which is counterproductive. Different people should be analyzed specifically and different motivation methods should be adopted. For those researchers and managers who create value for the enterprise, in addition to providing generous material benefits, the enterprise must also pay attention to spiritual incentives and create a relaxed working environment and work incentives for these people.
The four-reward evaluation did not work.
The evaluation system is the basis of motivation. With accurate evaluation, incentives can be targeted and more effective. The incentive system exists in conjunction with other systems of the enterprise.
Incentives can only correspond to job design and be based on a set of evaluation criteria.
This standard should be continuously improved and formed from the date of the company’s establishment. The responsibilities, obligations, rewards and punishments of each position should be clearly defined, especially the division and definition of responsibilities. Only through detailed explanation can we establish an effective incentive system, including both incentives and restraint mechanisms.
3. The basic contents of the enterprise’s establishment of incentive mechanism.
1. Set clear work goals.
Requirements for goal setting: ①Specific. Specify the performance standards required by the company so that employees know what they should do and what level they should achieve. ② The difficulty is moderate. Too much or too little difficulty will affect the motivational effect. ③Accepted by individuals. Only goals that are consciously accepted can stimulate people's work enthusiasm to the greatest extent. ④ Provide timely information feedback in the process of achieving goals. The goal setting process can be integrated into goal management.
Management by objectives makes objectives actionable through a specially designed process that breaks down objectives to various units and individuals of the enterprise, step by step.
2. Establish a clear reward and punishment system.
To implement the reward and punishment system, two important principles must be followed: The content of rewards and punishments given by the enterprise must have high value to its employees, that is, employees think that such rewards and punishments are of great significance to them; The rewards and punishments received by employees must be in line with their Work performance is linked, that is, rewards and punishments are linked to performance.
In order to improve the enthusiasm of employees in the implementation of enterprise management, rewards should be the main focus, and punishment plays a supporting and protective role. The design of the reward system should consider four aspects:
① Determine the purpose and structure of the reward. ②Determine the reward strategy. ③ Investigate and determine rewards and remuneration for standard positions. ④Determine the level of rewards.
Three design feasible working methods.
Enterprises can design the content, functions and interrelationships of work to give full play to the intrinsic motivating effect of work, mobilize employees' work enthusiasm, reduce costs and improve production efficiency. When designing the work structure, firstly, make the work challenging and interesting, and diversify the work so that the work itself is motivating for employees and employees are willing to accept it.
Second, we must give employees the power to choose the most interesting and suitable work, so that their sense of responsibility will become stronger, their enthusiasm will become higher, and their work expectations will become greater and greater. Therefore, companies that give up a little management control over work can enable employees to gain great work valence and produce huge intrinsic motivation effects. Third, we must give employees an opportunity to show themselves. Wise managers should give every employee the opportunity to demonstrate their talents, so that talents can be fully utilized, employees can realize themselves, gain a sense of accomplishment, and then actively develop their potential and improve work enthusiasm.
Fourth, let employees actively participate in management.
Participation in management is conducive to mobilizing employees to proactively think about the problems they encounter and find solutions. During the participation process, everyone spoke freely, brainstormed, and generated creative ideas. The final decision-making effectively brought together everyone's intelligence and wisdom, helping to ensure the correctness of the decision-making. Participation in management ensures that subordinate employees and leaders discuss major matters in the enterprise on an equal footing. It allows employees to feel the attention and trust of managers, generates confidence and a sense of accomplishment, and also creates a higher sense of identification with the enterprise. Enhanced the cohesion of the masses. Participation in management enables employees to have a clearer understanding of the decision-making process and content, and can determine what they should do according to the company's development goals, clarify the direction of future work, and enhance initiative. Moreover, employees are more interested in doing things because of their participation in decision-making and other management activities. Decisions made will create a sense of responsibility, and therefore work harder to achieve the decision-making goals. Industrial and commercial enterprise management paper sample two: Research on the talent training model of industrial and commercial enterprise management professionals
Abstract: At present, there are still some problems in the talent training model of industrial and commercial enterprise management professionals, which affects the effective training of talents. Based on this, an innovative idea of ??talent training model is proposed, which has positive significance for improving the quality of talent training for industrial and commercial enterprise management professionals.
Keywords: industrial and commercial enterprises; management professionals; training; innovation
There are still some problems in the current training model for industrial and commercial enterprise management professionals in higher vocational colleges, which affect the development of industrial and commercial enterprise management professionals. effective cultivation. Under the new situation, we must actively innovate talent training models and solve problems in talent training to truly cultivate compound talents with creative spirit, entrepreneurial awareness, and innovative ability. It is necessary to actively study innovative strategies for talent training to achieve effective training of professional talents in higher vocational industrial and commercial enterprise management. my country's higher education is facing the challenge of marketization. The society has higher requirements for higher vocational enterprise management talents. The society needs diversified industrial and commercial enterprise management talents with innovative spirit and practical ability. Therefore, in talent training, higher vocational colleges must face market needs, innovate talent training models, actively improve school-enterprise cooperation mechanisms, highlight practical teaching, and cultivate innovative talents with practical abilities based on students' future career needs. Only in this way can the quality of training professional talents in industrial and commercial enterprise management be guaranteed. Specifically, the innovative ideas for the talent training model for industrial and commercial enterprise management professionals are as follows.
1. Improve the school-enterprise cooperation talent training system
The effective training of higher vocational industrial and commercial enterprise management professionals must rely on the school-enterprise cooperation talent training model and actively improve the school-enterprise cooperation talent training system. To improve the talent training system for school-enterprise cooperation, local governments must play a leading role and actively establish connections between schools and enterprises. For higher vocational colleges, they mainly need to be able to contact and cooperate with local small and medium-sized enterprises and jointly participate in talent training and management. It is necessary to establish a four-in-one cooperation system between the government, associations, enterprises, and schools, with all parties working together to establish a cooperatively established council system and jointly participate in the innovation of the model for cultivating management talents in industrial and commercial enterprises. Formulate talent training plans and develop educational resources around talent training goals to improve the quality of training professional talents in industrial and commercial enterprise management.
2. Improve the practical teaching system
To cultivate high-quality industrial and commercial enterprise management professionals, we must highlight the practical teaching link, improve the practical teaching system, and cultivate talents through practical teaching. Skills and innovation ability, and cultivate students' ability to apply theoretical knowledge to practice. In talent training, we must determine talent training goals based on the requirements of social enterprises for industrial and commercial enterprise management professionals, promote the construction of practical teaching systems, and increase practical teaching content. It is necessary to be able to improve the content of the practical teaching system around professional skills training, comprehensive application skills training and on-the-job internship, realize the organic connection between practical teaching content and theoretical teaching, realize the interconnection between practical teaching content, and maintain the consistency of the content. Improve the quality of practical teaching. It is necessary to improve the practical teaching system, ensure the effective development of practical teaching, and achieve effective training of talents.
3. Improving the curriculum structure and strengthening the reform of teaching content
Improving the curriculum structure and strengthening the reform of teaching content are important measures to ensure the teaching effect of the industrial and commercial enterprise management major. In the professional education of industrial and commercial enterprise management, there are problems in the setting of teaching content, and there are duplications in teaching content. Therefore, it is necessary to improve the course structure, carefully study the content between courses, ensure the connectivity of the content between courses, and delete duplicate content in a timely manner. In addition, as a teacher, you must make appropriate adjustments and carefully choose teaching content according to the students' physical and mental development rules and the rules of education and teaching. Teachers should actively listen to the opinions of professionals, innovate teaching content, and actively seek information from employers to understand the requirements for knowledge structures in various professional positions and the proportion of knowledge content in various aspects. According to industry needs and talent training needs , innovatively design teaching content. In order to ensure the professionalism and practicality of teaching content, students' core abilities and professional levels must be effectively improved by optimizing the curriculum system and improving teaching content. In terms of course structure integration and teaching content reform, curriculum integration can be adopted to implement modular teaching, effectively optimize the course structure, improve teaching quality, and avoid duplication of course content. Through the optimization of course structure and content, students' core abilities can be improved, thereby ensuring the quality of talent training.
IV. Promote the dual certificate system
For students, successful employment in the future also depends on the certificates they have obtained. The training of industrial and commercial enterprise management professionals in higher vocational colleges must be actively promoted The dual certificate system must actively cooperate with the professional appraisal structure to develop the dual certificate system. Through this system, students' learning enthusiasm can be enhanced.
5. Strengthen the training of professional teachers
To ensure the quality of training of professional talents in industrial and commercial enterprise management, the professional quality and ability of professional teachers must be improved. Therefore, higher vocational colleges must pay attention to the training of teachers specialized in industrial and commercial enterprise management, and actively carry out some management skills improvement training activities and educational ability improvement training activities for teachers. It is necessary to actively improve the teaching ability and education level of professional teachers through training activities. In addition, schools should actively cooperate with enterprises so that enterprises can provide teachers with practice sites and provide support for the development of teachers' practical teaching abilities.
6. Strengthen students’ professional quality training
In modern society, talents with good professional quality are more needed. Therefore, in the process of cultivating professional talents in industrial and commercial enterprise management in higher vocational colleges, Pay attention to the professional quality training of students. It is necessary to carry out a series of training activities on business plan writing, pre-employment speeches, job interviews, bid presentations, communication between teams, handling of service industry window business and other aspects. Through systematic training, students' job search abilities will be comprehensively cultivated. , communication skills, business processing skills, innovation and development capabilities. Through systematic professional quality training, we must cultivate high-quality industrial and commercial enterprise management professionals who can meet the needs of enterprises. Through professional quality training, students can quickly enter work after graduation and better meet the employment needs of enterprises.
References
[1] Chen Jingan, Chai Jianfeng. Innovative exploration of high-skilled talent training model? Based on the perspective of high-skilled talent development trends [J]. Adult Education, 2011(10) .