世成家居广场有限责任公司薪酬体系改进研究

发布时间：2018-01-13 02:03

本文关键词：世成家居广场有限责任公司薪酬体系改进研究　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：世成家居广场有限责任公司(以下简称世成公司)于2013年11月,由卫星集团投资创办。世成公司成立当年招录员工85人,公司凭借地理位置优越、交通便利、管理团队专业,成立当年便在家居市场上抢占一定市场份额,年主营业务收入即租金总收入超过1,700万元。但好景不长,仅成立三年,世成公司员工离职率就呈现出上升势头,各楼层管理人员、业务拓展专员等世成公司运营所需的关键性员工相继向公司递交辞职信,纷纷离职,未离职员工工作满意度下降,工作效率低下等影响公司经营发展的不稳定因素频现,这对于公司的成长壮大造成了严重威胁,卫星集团对此高度重视。通过调查研究发现,上述现象的产生都与世成公司现有薪酬体系中存在薪酬战略不能满足企业长期发展需求、薪酬体系结构不能满足员工多元化需要、薪酬水平不具竞争力、薪酬制度更新差等问题有关,如不对现有薪酬体系进行改进,长此以往必将会使企业在激烈的市场竞争中淘汰。本文以世成公司现有薪酬体系为研究对象,主要目的就在于针对所发现的问题,补齐其现有薪酬体系短板,提升世成公司员工主观能动性,激发工作热情、提高工作效率、在留住人才、吸引人才、降低企业运营成本等方面发挥薪酬体系应有作用,增强激励效果,提升企业的投资回报率,减少企业人力资源浪费,提升世成公司综合竞争力,为世成公司的长远发展提供有力的支持,同时为同类中小企业薪酬体系改进提供一定的借鉴和指导。本论文运用人力资源管理及薪酬体系设计的相关理论、以巴雷特法则等理论为依据、根据宽带薪酬管理方法,以世成公司现有薪酬体系为研究对象,对世成公司现有薪酬体系中的薪酬战略、薪酬结构、薪酬水平及薪酬制度进行分析和研究发现世成公司现有薪酬体系所存在的问题主要是由于其薪酬体系设计人本观念不强、不注重差别化原则、公开透明度弱等原因导致。据此,本文提出结合世成公司实际情况,根据不同部门员工工作的特点,以薪酬战略做指导,合理规划薪酬要素构成,以内部公平、外部竞争、有效激励为原则对其薪酬体系进行改进。薪酬体系改进从基础工资、绩效工资、福利待遇三方面着手,将基础工资原有31个级别压缩至A、B、C、D、E五级,每级设1、2、3、4、5个薪档,提升员工薪酬晋升渠道;绩效工资以绩效为导向,依据绩效考核,落实按劳分配、多劳多得;增加补充福利待遇,满足员工尊重和自我实现等方面的需求。最后,本文从筑牢核心价值观、打造企业行为文化、推动企业文化与时俱进,完善绩效考评、健全晋升机制、建立培训制度,加强宣传、成立组织机构、通力合作、上下联动等方面为世成公司薪酬体系改进工作有效落实提出具体文化保障、制度保障及组织保障措施。世成公司薪酬体系的改进将实现基础工资保健作用突出、绩效工资激励作用明显、福利待遇契合员工需求,以发挥世成公司薪酬体系在激励员工、留住人才、招揽人才方面的竞争优势,提升企业综合实力,为企业健康有序发展夯实基础。
[Abstract]:Seecan Home Furnishing square limited liability company (hereinafter referred to as the company) on November 2013, by satellite group invested. Seecan company was established when recruiting employees 85 people, the company by virtue of superior geographical position, convenient transportation, professional management team, the establishment of the year in the Home Furnishing market to seize a certain market share, the main business income is the total rental income of more than 17 million yuan. But only up to three years, good times don't last long, the company employee turnover rate is showing a rising trend, each floor management, business development and the world into a key staff required for the operation of the company have to submit the resignation letter, have left, did not leave the employee satisfaction index, are frequent the work efficiency is low and unstable factors influence the company's business development, the company's growth caused a serious threat, the satellite group attaches great importance to it. Through the investigation and study Found that the above phenomenon and there exist compensation strategy can not meet the long-term development of the enterprise needs of the company's existing salary system, salary system structure can not meet the diverse needs of employees, the salary level is not competitive, the salary system update issues such as the poor, if not on the existing salary system improvement, will be eliminated in the enterprise if things go on like this the fierce competition in the market. The world into a company's existing compensation system as the research object, the main purpose is to find the problems of the existing pay system, padded short board, the company staff to enhance the initiative, stimulate the work enthusiasm, improve work efficiency, attract talent, retain talent in the play, the salary system should be reduce operating costs and other aspects, strengthen incentive effect, enhance the rate of return on investment, reduce enterprise human resource waste, improve the company Comprehensive competitiveness, provide strong support for the world into the long-term development of the company, and provide some reference and guidance for the same kind of small and medium-sized enterprise salary system improvement. This paper uses the theory of the design of human resources management and compensation system, using Barrett rule theory as the basis, according to the salary management method, to the world into the company's existing the salary system as the research object, the world into the compensation strategy, the existing salary system of the company salary structure, analysis and research into the company found the problem of the existing salary system is mainly due to the compensation system design of the concept is not strong the salary level and salary system, do not pay attention to the principle of differentiation, leading to weak transparency other reasons. Accordingly, this thesis integrates the world into the actual situation of the company, according to the characteristics of employees working in different departments, the salary strategy as guidance, rational planning to pay In composition, internal equity, external competition, effective incentive for the improvement of the compensation system of the principle. From the basic salary, performance salary salary system improvement, the benefits of three aspects, the basic salary of the original 31 level compression to A, B, C, D, E five, 1,2,3,4,5 pay per file level, improve employee salary promotion channel; performance salary performance oriented, on the basis of performance appraisal, the implementation of work distribution according to work; additional benefits, meet employee respect and self realization needs. Finally, this article from build a strong core values, create a corporate culture, promote the enterprise culture to keep pace with the times, improve the performance appraisal sound, promotion mechanism, establish training system, strengthen the propaganda, establishing the organization, work together on linkage improvement effective implementation put forward specific safeguard for the world culture into the company salary system and guarantee system Organizational security measures. Improve the world into a salary system will achieve wage based health care function is outstanding, performance salary incentive effect obviously, welfare fit the needs of employees, in order to play into the company's salary system in the world to motivate employees, retain talent, attract talent and the competitive advantages, enhance the comprehensive strength of enterprises, for the healthy and orderly development of enterprises and lay a solid foundation.

【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;F426.92

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