HW电子股份有限公司薪酬管理研究
发布时间：2019-03-20 07:32
【摘要】：在当今企业的人力资源管理过程中,非常注重人性化管理模式,非常注重人才激励和团队建设。因此,一个企业的激励机制和薪酬管理体系,对于构建高效的人力资源管理体系,以及最大程度地激发个人潜能,促进团队协作,改进组织业绩,显得非常重要。本文以全面薪酬理论为指导,对HW公司原有薪酬管理体系进行诊断分析,找出目前薪酬管理存在的问题。本文从产业关联、经营历史、企业文化、管控特点考虑问题,侧重于落地方案的设计,力求通过HW公司薪酬管理的研究和优化设计,实现员工利益和企业利益的统一,体现组织效率和公平,有效激励员工和团队,实现战略性薪酬管理意义。本文基于HW公司薪酬管理改进完善的基本目标,坚持为岗位付薪、为能力付薪、为绩效付薪的基本原则,秉承总额薪酬管理、全面薪酬管理的总体原则,力求实现薪酬管理的外部均衡性、内部均衡性、个体均衡性,并通过问卷调查、实际访谈、资料整理、统计分析等实践方法进行研究设计。本文围绕职位管理、岗位评价、宽带薪酬等核心要素对基本工资设计、可变薪酬设计、津贴福利设计进行全面优化,并进行了合理系统的人员分类、岗位评价,同时强化了集团薪酬管控系统性公平和利润分享等激励性薪酬研究设计。最后,本文提出了薪酬方案改进的实施保障措施,将有助于HW公司薪酬管理体系的有效推行,形成一套适合HW公司可持续发展的薪酬管理体系。
[Abstract]:In the process of human resource management in today's enterprises, we attach great importance to humanized management mode, talent motivation and team building. Therefore, the incentive mechanism and salary management system of an enterprise is very important for building an efficient human resource management system, as well as maximizing individual potential, promoting team collaboration and improving organizational performance. Guided by the theory of overall compensation, this paper makes a diagnosis and analysis of the original compensation management system of HW Company, and finds out the problems existing in the compensation management at present. This article considers the problem from the industry connection, the management history, the enterprise culture, the management and control characteristic, emphasizes on the design of the landing scheme, and strives to realize the unification of the employee's benefit and the enterprise's benefit through the research and optimization design of the compensation management of HW Company. Reflect organizational efficiency and fairness, effectively motivate employees and teams, achieve strategic compensation management significance. Based on the basic goal of the improvement and perfection of compensation management in HW Company, this paper insists on the basic principles of paying for posts, paying for ability, and paying for performance, adhering to the general principles of total compensation management and comprehensive compensation management. Try to realize the external balance, internal balance and individual balance of salary management, and through the questionnaire survey, actual interviews, data collation, statistical analysis and other practical methods to carry on the research and design. Based on the core elements of position management, job evaluation and broadband salary, this paper optimizes the basic salary design, variable salary design and allowance and welfare design in an all-round way, and makes a reasonable and systematic personnel classification and job evaluation. At the same time strengthen the group compensation control system equity and profit sharing incentive compensation research design. Finally, this paper puts forward the implementation safeguard measures for the improvement of the compensation scheme, which will help the effective implementation of the compensation management system of HW Company and form a set of compensation management system suitable for the sustainable development of HW Company.
【学位授予单位】：西安理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.4
本文编号：2443996
[Abstract]:In the process of human resource management in today's enterprises, we attach great importance to humanized management mode, talent motivation and team building. Therefore, the incentive mechanism and salary management system of an enterprise is very important for building an efficient human resource management system, as well as maximizing individual potential, promoting team collaboration and improving organizational performance. Guided by the theory of overall compensation, this paper makes a diagnosis and analysis of the original compensation management system of HW Company, and finds out the problems existing in the compensation management at present. This article considers the problem from the industry connection, the management history, the enterprise culture, the management and control characteristic, emphasizes on the design of the landing scheme, and strives to realize the unification of the employee's benefit and the enterprise's benefit through the research and optimization design of the compensation management of HW Company. Reflect organizational efficiency and fairness, effectively motivate employees and teams, achieve strategic compensation management significance. Based on the basic goal of the improvement and perfection of compensation management in HW Company, this paper insists on the basic principles of paying for posts, paying for ability, and paying for performance, adhering to the general principles of total compensation management and comprehensive compensation management. Try to realize the external balance, internal balance and individual balance of salary management, and through the questionnaire survey, actual interviews, data collation, statistical analysis and other practical methods to carry on the research and design. Based on the core elements of position management, job evaluation and broadband salary, this paper optimizes the basic salary design, variable salary design and allowance and welfare design in an all-round way, and makes a reasonable and systematic personnel classification and job evaluation. At the same time strengthen the group compensation control system equity and profit sharing incentive compensation research design. Finally, this paper puts forward the implementation safeguard measures for the improvement of the compensation scheme, which will help the effective implementation of the compensation management system of HW Company and form a set of compensation management system suitable for the sustainable development of HW Company.
【学位授予单位】：西安理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.4
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