摘要随着世界经济的飞速发展，特别是在如今这样一个充满机遇与挑战的社会环境中，越来越多的人为了提高自身的修养和知识水平选择到海外留学进行深造，与此同时，在国内乃至全世界，越来越多的教育咨询及服务公司正在打造一支支优秀的服务团队来为即将留学的人士做好出国前期的一系5列准备。然而，就目前国内几家比较知名的教育咨询服务公司来看，其员工的离职率特别是处于前端的咨询顾问的流动性很高，员工无法在其岗位上实现自身价值。久而久之，这不仅对员工自己的职业生涯有所影响，对企业本身的生存和长期发展也相当不利。因而针对类似于新东方教育集团、环球天下教育、津桥国际教育等集出国留学咨询服务、国内外社会实践、课程培训于一体的企业来说，在人力资源管理层面，该如何建立一个行之有效的激励机制，通过利用恰当的激励方法和激励手段来提高企业工作人员的积极性并充分发挥其主观能动性以实现员工个人目标的同时实现组织的目标和利益，增强公司自身的核心竞争力来满捉广大的需求市场，在整个行业领域内站稳脚跟并占据主导地位已显得尤为重要。因此，本文以北京环球百利天下教育科技有限公司为例，通过文献研究法和调查法，客观地总结和概括百利天下教育公司针对处于端口位置咨询顾问的激励机制；同时借助个人访谈法和调查问卷法，对其现有激励机制的运行结果进行分析，总结和保留其激励机制的优势部分并继续发扬，给予同类企业借鉴和参考，以促进教育行业各企业的健康发展；同时发现其中存在的问题和不足，结合激励的相关理论对其现有激励机制进行优化设计，提出具体的完善对策及贯彻落实的保障措施，对更好地完善百利天下教育留学咨询顾问的激励机制具有一定的参考价值和意义，也是本文研究的目的和意义所在，同时无论是对同行教育企业还是对其他企业也具有颇为深远的影响。关键词：留学咨询顾问；激励机制；人力资源管理AbstractWith the rapid development of world economy,especially in today's such a full ofopportunities and challenges of social environment,more and more people in orderto improve their training and knowledge to choose to study abroad for further study,at the same time,in the domestic and the world,more and more educationconsulting and services company is building and excellent service team to do goabroad for the study of a series of preparation.,however,is the present domesticseveral relatively well-known education consulting services company,its employeesespecially in the front-end consulting the turnover rate of liquidity is very high,theemployee can not realize their own value in the post.Over time,this not only has animpact on employees'career,but also has a negative impact on the survival andlong-term development of the enterprise itself.For similar to the new Orientaleducation group,the universal education,international education of guangzhou ferrybridge groom combines study abroad consulting service,social pradtice,coursetraining at home and abroad in an enterprise,in human resources management level,how to establish an effective incentive mechanism,through the use of appropriateincentives and incentives to improve enterprise staff's enthusiasm and give full playto the subjective initiative in order to realize the staff personal goals and achieveorganizational goals and interests,strengthen the company's own corecompetitiveness to meet the needs of the market,gain a foothold in the industryfield,and dominant has is particularly important.Therefore,this paper takes Beijing universal cadbury world education technology co.,LTD as an example,through literature research and investigation method,objectivelysummarize and generalize cadbury world education company in view of the incentivemechanism in the port position consultants;At the same time with the help of apersonal interview method and questionnaire method,the running result of theanalysis of the existing incentive mechanism,summarize and retain its incentivemechanism and continue to carry forward the advantages of part,gives thereference of similar enterprises,in order to promote the healthy development ofeducation industry companies;Also found the problems and the insufficiency,basedon the relevant theory of motivation of its existing incentive mechanism optimizationdesign,and puts forward some countermeasures for the improvement of theconcrete implementation of the safeguard measures,better improve the cadburyworld education abroad advisory incentive mechanism has a certain reference valueand significance,also is the purpose of this study and meaning,at the same timeboth for peer education enterprise and a thorough knowledge of the othercompanies also have far-reaching influence.Key words:overseas study consultant;incentive mechanism;human resourcemanagement目录摘要Abstract第1章绪论11.1研究背景11.2研究目的及意义21.3研究内容31.4研究方法31.4.1文献研究法31.4.2个人访谈法31.4.3问卷调查法41.5国内外研究现状41.5.1国内研究现状41.5.2国外研究现状6第2章相关理论概述72.1激励概念72.2激励的心理机制.72.3激励机制的作用.82.3.1激励机制的促进作用82.3.2激励机制的致弱作用.82.4激励理论92.4.1内容型激励理论92.4.2过程型激励理论112.4.3综合激励理论13第3章百利天下教育留学咨询顾问激励机制的现状分析143.1百利天下教育咨询公司概况.143.1.1公司简介143.1.2留学服务团队153.2百利天下教育留学咨询顾问现行激励机制.163.2.1物质激励机制.163.2.2精神激励机制.183.2.3个人成长激励机制193.3现行激励机制的运行调查结果分析.203.3.1留学咨询顾问对现行激励机制的满意度分析203.3.2留学咨询顾问受激励程度分析.263.4现行激励机制存在的问题及原因分析.27第4章百利天下教育留学咨询顾问激励机制的优化方案294.1优化目标.294.2优化原则.304.3优化路径.304.4优化策略.304.4.1留学咨询顾问物质激励的优化方案314.4.2留学咨询顾问精神激励的优化方案324.4.3留学咨询顾问个人成长激励的优化方案33第5章优化留学咨询顾问激励机制的实施保障.345.1有效地传播企业文化.345.2建立有效的反馈机制.345.3留学咨询顾问的理解与配合.355.4加强监督工作.35结论35参考文献36致谢37附绿38第1章绪论1.1研究背景如今，随着社会经济的飞速发展，无论是大、中、小企业，都处于一个竞争日趋激烈的市场环境之中，企业如果想要站稳脚跟、立足于不败之地，人才将是其增强自身竞争优势、不断提升其核心竞争力并健康快速发展的一个必要条件。人力，是企业最重要的资源、最关键的核心，是企业生存和发展的基础。彼得德鲁克曾说过企业只有一种真正的资源，那就是“人”。在现代企业的管理和发展中，众多知名企业的领导者