银河电力检修公司薪酬体系研究
发布时间：2019-03-28 17:07
【摘要】：随着市场经济的逐步发展和电力体制改革的逐步推动,国家电网公司已全面完成了“三集五大”系统,电网企业面临来自外部竞争和内部系统短板的新压力。以人力资源为核心竞争力的企业发展,是深化改革的对象,也是深化改革的主体。企业迫切需要优化人力资源管理,提高企业竞争力。对于现代企业管理而言,人力资源管理系统中薪酬体系的管理始终是整个企业的重心,因为薪酬不仅关系到每位员工的切身利益,而且适当的、合理的薪酬制度体现了企业的整体管理水平,增强了企业的凝聚力。一个科学、合理、公平、公正、公开的薪酬制度能最大限度地挖掘企业人力资源潜能,释放创新发展动力,优化薪酬体系的管理是破解企业发展瓶颈的重要途径。本文在广泛研究目前国内外薪酬研究的现状以及发展动态的基础上,从薪酬和薪酬体系的理论出发,结合影响薪酬体系设计的因素,通过薪酬满意度调查对银河电力检修公司薪酬管理现状、存在的问题进行了深入的、客观的分析。在此基础上,围绕公司发展的战略目标,按照薪酬设计的技术流程,本文通过岗位等级序列的设置和岗位评价等一系列技术方法,制定一套适应公司现状的新的薪酬体系,明确了新的薪酬体系的构成以及每个工资单元的占比。为了实现新旧工资制度的过渡,本文根据企业薪酬管理的规律提出了岗位绩效工资制度推进的配套措施和保障系统。通过实施新的薪酬体系岗位绩效工资制度,实现了以岗位管理为主要对象,以岗位员工的贡献大小为依据和基础的新的薪酬体系,将绩效考核作为考核员工薪酬分配和岗位、岗级、薪酬激励方面的重要依据,以期为企业在新形势下实现长期发展提供可操作性的薪酬制度保障。
[Abstract]:With the gradual development of the market economy and the gradual promotion of the reform of the electric power system, the State Grid Corporation has completed the "three episodes and five major systems" in an all-round way, and the power grid enterprises are facing new pressures from the external competition and the deficiency of the internal system. The development of enterprises with human resources as the core competence is not only the object of deepening reform, but also the main body of deepening reform. Enterprises urgently need to optimize human resources management and improve their competitiveness. As far as modern enterprise management is concerned, the management of compensation system in human resource management system has always been the focus of the whole enterprise, because compensation is not only related to the vital interests of every employee, but also appropriate. The reasonable salary system reflects the overall management level of the enterprise and enhances the cohesion of the enterprise. A scientific, reasonable, fair, fair and open salary system can maximize the potential of human resources of enterprises, release the motive force of innovation and development, and optimize the management of salary system is an important way to solve the bottleneck of enterprise development. On the basis of extensive research on the current situation and development trend of compensation research at home and abroad, this paper starts from the theory of compensation and compensation system, and combines the factors that affect the design of compensation system. Through salary satisfaction survey, this paper makes a thorough and objective analysis of the status quo and existing problems of salary management in Yinhe Electric Power maintenance Company. On this basis, around the strategic objectives of the development of the company, according to the technical process of salary design, this paper through a series of technical methods, such as the setting of post rank sequence and job evaluation, sets up a new compensation system that adapts to the current situation of the company. Defined the composition of the new salary system and the proportion of each wage unit. In order to realize the transition between the new and the old salary system, this paper puts forward the supporting measures and guarantee system for the promotion of the post performance salary system according to the law of enterprise salary management. Through the implementation of the new salary system, this paper realizes a new salary system, which takes post management as the main object, the contribution of post employees as the basis and the basis, and takes the performance appraisal as the salary distribution and post assessment of the staff. Job level, the important basis of salary incentive, in order to provide operational salary system guarantee for enterprises to realize long-term development under the new situation.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61
本文编号：2449064
[Abstract]:With the gradual development of the market economy and the gradual promotion of the reform of the electric power system, the State Grid Corporation has completed the "three episodes and five major systems" in an all-round way, and the power grid enterprises are facing new pressures from the external competition and the deficiency of the internal system. The development of enterprises with human resources as the core competence is not only the object of deepening reform, but also the main body of deepening reform. Enterprises urgently need to optimize human resources management and improve their competitiveness. As far as modern enterprise management is concerned, the management of compensation system in human resource management system has always been the focus of the whole enterprise, because compensation is not only related to the vital interests of every employee, but also appropriate. The reasonable salary system reflects the overall management level of the enterprise and enhances the cohesion of the enterprise. A scientific, reasonable, fair, fair and open salary system can maximize the potential of human resources of enterprises, release the motive force of innovation and development, and optimize the management of salary system is an important way to solve the bottleneck of enterprise development. On the basis of extensive research on the current situation and development trend of compensation research at home and abroad, this paper starts from the theory of compensation and compensation system, and combines the factors that affect the design of compensation system. Through salary satisfaction survey, this paper makes a thorough and objective analysis of the status quo and existing problems of salary management in Yinhe Electric Power maintenance Company. On this basis, around the strategic objectives of the development of the company, according to the technical process of salary design, this paper through a series of technical methods, such as the setting of post rank sequence and job evaluation, sets up a new compensation system that adapts to the current situation of the company. Defined the composition of the new salary system and the proportion of each wage unit. In order to realize the transition between the new and the old salary system, this paper puts forward the supporting measures and guarantee system for the promotion of the post performance salary system according to the law of enterprise salary management. Through the implementation of the new salary system, this paper realizes a new salary system, which takes post management as the main object, the contribution of post employees as the basis and the basis, and takes the performance appraisal as the salary distribution and post assessment of the staff. Job level, the important basis of salary incentive, in order to provide operational salary system guarantee for enterprises to realize long-term development under the new situation.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61
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