期望理论在人力资源管理实践中的运用.docVIP

期望理论在人力资源管理实践中的运用 内 容 摘 要 随着经济、科技的发展以及人们观念的转变，愈来愈多的公司意识到人力资源在提升企业竞争力方面的重要意义，因此现代企业都开始在人力资源管理实践中尝试运用弗鲁姆的期望理论来调动员工的积极性，进而提高企业的经营管理效率及竞争力。然而在具体的运用实践中，部分企业在目标设置、薪酬管理机制构建、绩效考核机制作用发挥等问题都面临着一些问题，影响了其在调动员工工作积极性方面所发挥的重要作用。为此，本课题从期望理论的概念出发，通过对期望理论在人力资源管理实践中的应用进行简要的概述，针对当前在实践应用过程中出现的问题，结合国内外相关方面的课题研究和著作，进而有针对性地提出解决问题的措施与方案，旨在实现期望理论在人力资源管理实践中得到有效应用的目的。 关键词：期望理论 人力资源管理 激励机制 The application of expectancy theory in the practice of human resource management Abstract With the development of economy and society, more and more enterprises recognize the importance of human resources for enterprise competition and development, so many enterprises in the practice of human resource management began to try to use vroom's expectancy theory to mobilize the enthusiasm of the staff, a lot of enterprises in the application of the theory of expectations when the target is not reasonable, the incentive mechanism is not perfect, the effect is not obvious, such as the impact of the incentive to play the role of staff. Therefore, the paper starting from the concept of expectancy theory, through the expectation theory in the condition of the application of human resource management is introduced, the study of the status quo, in view of the problems appeared in the process of practical application, based on expectancy theory at home and abroad in the applications of human resource management theory and the important work, puts forward the expectation theory in human resource management practice, the purpose is to make expectancy theory effectively and reasonable application in human resource management. Key words: expectancy theoryhuman resource managementincentive mechanism 目 录 TOC \o "1-3" \h \u 序 言 1 一、期望理论的理论概述 1 （一）期望理论的介绍 1 （二）期望理论的具体评价 1 （三）期望理论在人力资源管理实践中的意义 1 二、期望理论在人力资源管理实践中的运用现状 2 三、期望理论在人力资源管理实践中存在的问题 2 （一）目标设置的不合理 2 1.目标的单一性 2 2.个人目标设置的过高或过低 2 3.员工个人能力与岗位目标的不匹配 3 （二）缺乏对期望值的引导与强化 3 1.设定的目标缺乏可实现性 3 2.缺乏有效的人才竞争和培训机制 3 3.员工岗位晋升渠道、空间的不明