A公司核心员工薪酬体系优化研究

发布时间：2018-01-17 12:36

本文关键词：A公司核心员工薪酬体系优化研究　出处：《南京大学》2017年硕士论文　论文类型：学位论文

【摘要】：伴随着中国经济以及中国钢铁行业的迅猛发展,我国的建筑钢结构行业不断呈现跨越性发展的势头,特别是自2001年以来,我国的钢结构建筑市场迎来了蓬勃发展的黄金期,各地新建和转产的钢结构制造安装企业的数量呈现井喷式的发展势头。这也导致目前建筑钢结构行业的市场竞争日益加剧,对各家公司的管理能力,技术能力以及人才储备等提出了越来越高的要求。A公司作为一家民营的建筑钢结构建造和施工企业,伴随着行业发展成长起来,经历了初创期的快速发展,经营和业绩逐渐稳定。然而,在目前竞争激烈的市场环境下,企业发展不进则退,只有不断提升自身的经营水平、管理能力、培育核心竞争力等,才有望在激烈竞争的市场浪潮下获得生存和发展的机会。而企业之间的竞争归根结底就是人才的竞争,特别是核心人才的竞争,对于建筑钢结构行业,属于资本和人力密集型产业,专业技术要求高,而且相对复杂。对于A公司来讲,不仅是生产制造企业,同时也是施工企业,需要一批不同岗位的专业人才来担当各种责任岗位的工作。因此,对于A公司,吸引有能力、有潜力、有责任心的核心员工,在避免核心人才的流失的同时,激发核心员工的工作热情和潜力就显得尤为必要和重要了,建立一套科学的、有针对性的核心员工薪酬体系势在必行。本文通过对国内外人力资源管理中,对企业核心员工薪酬体系科学理论的研究与借鉴,仔细的思考分析人力资源管理在民营建筑企业中的实践、运作,借鉴与学习薪酬体系优秀的地方。并着眼于A公司的实际情况,在深入了解和分析A公司经营情况,企业现状,人力资源情况基础上,对核心员工进行了明确的界定。然后,针对公司核心员工的特殊性,通过问卷调查、数据收集、数据分析,运用管理学的相关理论与园林,深入透彻分析A公司核心员工薪酬体系中存在的问题与不足,剖析隐藏在问题背后的深层次的原因。针对A公司薪酬体系中的问题,结合理论研究和分析,本文探讨了进行薪酬优化的可行性以及具体的优化方案,从薪酬优化的目的、原则和整理思路出发,进一步制定了较为详细的核心员工薪酬体系优化方案,并进一步探讨和研究方案的执行和落实的问题,通过多种管理手段的使用确保优化方案最终能够实施并为公司带来价值。
[Abstract]:With the rapid development of China's economy and steel industry, the construction steel structure industry in China has been showing a momentum of leapfrogging development, especially since 2001. The steel construction market of our country ushered in the golden period of vigorous development. The number of newly built and converted steel structure manufacturing and installation enterprises in various places presents the development momentum of blowout, which also leads to the increasing market competition in the construction steel structure industry at present, and the management ability of each company. As a private building steel construction and construction enterprise, with the development of the industry, it has experienced the rapid development of the initial period. However, in the current competitive market environment, if the enterprise does not advance, it can only improve its management level, management ability, cultivate the core competitiveness and so on. And the competition among enterprises is the competition of talents, especially the competition of core talents, for the construction of steel structure industry. It is a capital and manpower intensive industry with high technical requirements and relative complexity. For Company A, it is not only a manufacturing enterprise, but also a construction enterprise. Need a number of different positions of professional personnel to take on various positions of responsibility. Therefore, for company A, attract competent, potential, responsible core staff, while avoiding the loss of core talent. It is necessary and important to stimulate the enthusiasm and potential of core staff. It is imperative to establish a set of scientific and targeted core staff compensation system. To the enterprise core staff salary system scientific theory research and the reference, carefully ponders and analyzes the human resources management in the private construction enterprise practice, the operation. Draw lessons from and learn from the excellent compensation system. And focus on the actual situation of company A, on the basis of in-depth understanding and analysis of the operating situation of company A, the current situation of the enterprise, human resources. Then, according to the particularity of the company's core staff, through questionnaires, data collection, data analysis, the use of management related theories and gardens. Deeply and thoroughly analyzes the problems and shortcomings in the compensation system of the core employees of company A, and analyzes the underlying reasons behind the problems. In view of the problems in the compensation system of company A, combined with theoretical research and analysis. This paper discusses the feasibility of salary optimization and the specific optimization scheme, from the purpose, principles and sorting out the idea of salary optimization, further to develop a more detailed optimization scheme of the core staff compensation system. Furthermore, this paper discusses and studies the implementation and implementation of the program, and through the use of a variety of management means to ensure that the optimization scheme can eventually be implemented and bring value to the company.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.92

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