X药业公司薪酬体系优化设计

发布时间：2018-01-06 11:18

本文关键词：X药业公司薪酬体系优化设计　出处：《郑州大学》2017年硕士论文　论文类型：学位论文

【摘要】：人才是当今社会的企业竞争力的重要组成部分,人力资源对企业发展来说是关键发展因素,人力资源管理是企业发展管理中很重要的一部分,而薪酬体系的设计,更是人力资源管理中的重中之重,优良的薪酬体系设计对企业人力资源管理作用的发挥起到了决定性作用,合理的薪酬体系能充分发挥企业的人力资源配置,对企业发展战略部署做出合理规划并转化成具体实施方案的重要环节。本文采用专题研究方法,以中小企业X药业公司为研究对象,分析其薪酬体系。其薪酬体系存在的问题有:薪酬体系与公司发展战略不符,对职工的吸引力不大,薪酬激励措施缺失等方面。从公司员工对薪酬满意度调查发现其存在问题的原因,主要在于,企业没有对人力资源管理做出合理规划,现行人力资源管理体系不足以满足企业长远发展需求。从X药业公司发展实际出发,以市场化经济为背景,对于其管理体系进行改革和调整,应当建立其混合薪酬体系与多元薪酬体系相结合的薪酬体系。在员工薪酬方面,采取岗位工资,绩效工资,奖金三方面相结合的方式,让员工有信心有激情主动多工作,取得相应的薪酬或者奖励,同时,员工薪酬还要与部门或者企业经营部门相挂钩,还要把部门考核、个人考评也作为获得薪酬的重要依据。最终建立起多元化的弹性薪酬体系。
[Abstract]:Talent is an important part of the competitiveness of enterprises in today's society, human resources are the key factors for the development of enterprise development, human resources management is an important part of the development of enterprise management, and compensation system design, is the priority among priorities in the management of human resources, play the excellent design of salary system of enterprise human the role of resource management plays a decisive role, reasonable salary system can give full play to the enterprise human resources, make reasonable planning for the deployment of enterprise development strategy and transformed into an important part of the concrete implementation scheme. This paper uses the research method of small and medium-sized enterprises in X pharmaceutical company as the research object, analyzes its existence the salary system. The salary system problems: the development strategy of the salary system and the company does not match, the staff is not attractive, pay incentives from employees of the lack of. Pay satisfaction survey found that the causes of these problems mainly is that companies do not make a reasonable plan for human resources management, the existing human resources management system is not sufficient to meet their long-term development needs. From the actual development of X pharmaceutical company, to the market economy as the background, the reform and adjustment of the management system should be established, the the mixed compensation system and compensation system combining multiple compensation system. In employee compensation, take salary, performance salary, bonus three combination, let employees have confidence and passion to work actively, obtain the corresponding compensation or reward, at the same time, staff salaries and departments or business departments linked. But the department assessment, personal evaluation as an important basis for compensation. Finally establish the elastic compensation system of diversified.

【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.72

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