沈阳德力嘉汽车零部件公司基层员工薪酬体系优化研究

发布时间：2018-01-23 12:04

本文关键词： 基层员工薪酬管理体系优化激励　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：人力资源作为现代企业最为重要的战略资源,亦是企业制胜市场竞争的关键。其中,基层员工是人力资源中有机组成模块,是企业管理水平与核心竞争力的直接体现,如何提升基层员工的工作效率已成为现代企业亟需突破的瓶颈。目前大部分的企业,尤其是以基层员工为核心生产力的制造业,薪酬体系在水平、结构、构成等方面存在问题,导致大量基层员工流失,给公司的发展带来极大的危害。本文旨在通过沈阳德力嘉汽车零部件公司的实证研究,对公司目前薪酬体系进行优化,改善目前基层员工工作状态不佳、工作热情减弱的现象,以提高公司的整体效益。从而更进一步探讨汽车零部件行业的公司如何优化其现有的薪酬体系,并充分考虑公司的内部和外部的环境,以优化改进基层员工薪酬体系,提升基层员工积极性,进而提升公司的竞争优势。沈阳德力嘉汽车零部件公司拥有汽车安全气囊生产的核心技术和知识产权,在辽宁省以及我国汽车行业高速发展、国家产业政策大力扶持的今天,沈阳德力嘉汽车零部件公司却遭遇基层核心人员大量流失的问题,抽样调研发现,近90%的员工对公司现有的薪酬体系不满意。本文以沈阳德力嘉汽车零部件公司基层员工的薪酬体系为研究对象,通过对基层员工薪酬体系现状的大量实地调研和分析,发现当前公司基层员工薪酬体系主要存在战略定位模糊、结构单一与水平失衡的问题,究其原因,主要包括四个方面:薪酬体系设计缺乏动态适应性、缺乏需求分析、忽视非经济性报酬、薪酬水平与公司效益相关性不强等。在文献研究法与实地调研法得出的数据基础上,本文从基层员工薪酬体系战略定位、水平、结构和构成四个层面设计符合沈阳德力嘉汽车零部件公司实际的薪酬体系,优化的重点关注基层员工中的核心岗位,运用目前高效的优化方法和技术进行全方位的设计;最后,从优化后薪酬体系的实施,同时从实施过程中的制度、组织和文化三个方面提出优化后的薪酬体系实施的保障措施。由此可见,制造业中基层员工的薪酬体系普遍存在一些不合理的问题,主要集中体现在战略的定位、薪酬的结构和薪酬的水平三个方面,只要有针对性地从这三个方面入手,结合基层员工实际的需要,结合公司的发展战略、行业特点、公司的管理理念以及劳动力市场的现状,结合科学的优化流程进行优化,必将优化出符合本公司实际情况的薪酬体系方案。本次研究中所提出的建议仅是对沈阳德力嘉汽车零部件公司现行的薪酬体系现状所提出的优化方案,今后将更深入的研究希望优化设计出一套长久有效的薪酬激励体系。此外,在研究的重点人群方面,希望拓展到公司各个层级的员工。
[Abstract]:Human resources, as the most important strategic resources of modern enterprises, are also the key to the success of market competition. Among them, grass-roots employees are the organic components of human resources. It is the direct embodiment of the management level and core competitiveness of enterprises. How to improve the work efficiency of grass-roots employees has become the bottleneck that modern enterprises urgently need to break through. At present, most enterprises. Especially in the manufacturing industry which takes the grass-roots employees as the core productivity, there are problems in the level, structure and composition of the salary system, which leads to the loss of a large number of grass-roots employees. The purpose of this paper is to optimize the company's current compensation system and improve the current working status of grass-roots employees through the empirical study of Shenyang Delijia Automotive parts Company. In order to improve the overall efficiency of the company, we can further explore how the auto parts industry companies optimize their existing compensation system, and fully consider the internal and external environment of the company. In order to optimize and improve the salary system of grass-roots employees, enhance the enthusiasm of grass-roots employees, and then enhance the competitive advantage of the company. Shenyang Delijia Automotive parts Co., Ltd. has the core technology and intellectual property of automotive airbag production. With the rapid development of automobile industry in Liaoning province and our country, and the support of national industrial policy, Shenyang Delijia Auto parts Company is confronted with the problem of massive loss of core personnel at the grass-roots level, which is found by sampling investigation. Nearly 90% of the employees are not satisfied with the existing compensation system. This paper takes the compensation system of Shenyang Delica Automotive parts Company as the research object. Through a large number of field investigation and analysis of the current situation of grass-roots employees' compensation system, it is found that the main problems of the current grass-roots employees' compensation system are fuzzy strategic positioning, single structure and level imbalance, and the reasons are investigated. Mainly includes four aspects: the compensation system design lacks the dynamic adaptability, lacks the demand analysis, neglects the non-economic reward. On the basis of the data obtained by literature research and field research, this paper focuses on the strategic orientation and level of grass-roots employees' compensation system. The structure and composition of the four levels of design in accordance with Shenyang Delijia Auto parts Company's actual compensation system, optimization of the focus on grass-roots employees in the core positions. Use the current efficient optimization method and technology to carry on the omni-directional design; Finally, from the implementation of the optimized compensation system, from the implementation process of the system, organization and culture three aspects of the implementation of the optimized salary system security measures. In the manufacturing industry, there are some unreasonable problems in the salary system of grass-roots employees, which are mainly reflected in three aspects: strategic positioning, salary structure and salary level. As long as targeted from these three aspects, combined with the actual needs of grass-roots employees, combined with the company's development strategy, industry characteristics, the company's management concept and the current situation of the labor market. Combined with scientific optimization process to optimize. Will optimize the actual situation of the company's compensation system scheme. This study put forward the proposal is only the Shenyang Delijia Automotive parts Company's current compensation system proposed by the current situation of the optimization scheme. In the future, more in-depth research will be carried out to optimize and design a permanent and effective compensation incentive system. In addition, we hope to extend the focus of the study to employees at all levels of the company.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.471

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