SA工程公司薪酬体系研究

发布时间：2018-05-04 05:00

本文选题：薪酬体系 + 薪酬策略　；参考：《沈阳理工大学》2017年硕士论文

【摘要】：SA工程公司经过五十几年的发展已跻身于国内建筑业企业的主流行列,但是公司一直沿用以前国有企业的管理制度,没有根据行业变化、企业现状采用先进的管理手段。薪酬管理一直是企业关注的焦点问题,并且在人力资源的管理循环中,薪酬是人才保留与激励的有效手段之一,科学、规范的薪酬体系已成为面临激烈市场竞争的企业生存与发展的重中之重。为改变公司薪酬现状、调动员工工作积极性,SA工程公司拟要建立起符合公司实际情况的薪酬体系,同时也能为类似公司的薪酬体系改革提供了一定的借鉴意义。本文通过统计调查、问卷的方式分析了SA工程公司目前薪酬体系存在的主要问题及产生原因,并且针对这些问题,对SA工程公司的薪酬体系进行了再设计。本次薪酬体系再设计主要借用薪酬体系理论、激励理论等为公司薪酬体系进行再设计提供理论基础。首先,论文提出成立改革小组,以公司总经理为带头,分析了员工的需求层次;其次,重新设计岗位说明书,并采用评分法对岗位价值进行评估,确定各个岗位的岗位工资标准;再次,根据企业发展战略,确定企业采用哪种薪酬策略,并在此基础上进行薪酬结构的设计;最后,从完善薪酬程序、宣传培训、建立配套考核体系、动态管理的方面为薪酬体系的实施提供保障措施。
[Abstract]:After more than 50 years of development, SA Engineering Company has been in the mainstream of domestic construction enterprises, but the company has always followed the management system of state-owned enterprises before, and has not adopted advanced management methods according to the changes of industry and the present situation of enterprises. Compensation management has always been the focus of attention of enterprises, and in the management cycle of human resources, compensation is one of the effective means of talent retention and incentive, scientific, The standard salary system has become the top priority for the survival and development of enterprises facing fierce market competition. In order to change the present situation of salary of the company and arouse the enthusiasm of the employees, SA Engineering Company intends to set up a compensation system which accords with the actual situation of the company, and can also provide certain reference significance for the reform of the compensation system of the similar company. This paper analyzes the main problems and causes of the current salary system of SA Engineering Company by means of statistical investigation and questionnaire, and redesigns the compensation system of SA Engineering Company in view of these problems. This compensation system redesign mainly borrows the compensation system theory, the incentive theory and so on, provides the theory foundation for the company compensation system redesign. First, the paper proposes to set up a reform group, taking the general manager of the company as the leader, to analyze the level of employees' needs; secondly, to redesign the job description, and to evaluate the value of the post by using the scoring method. Thirdly, according to the enterprise development strategy, determine which salary strategy to adopt, and on the basis of the salary structure design; finally, from the improvement of compensation procedures, publicity and training, Establish a supporting assessment system, dynamic management for the implementation of the compensation system to provide protection measures.
【学位授予单位】：沈阳理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.92

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