A建筑企业知识型员工薪酬体系优化设计研究

发布时间：2018-01-09 20:37

本文关键词：A建筑企业知识型员工薪酬体系优化设计研究　出处：《浙江工业大学》2014年硕士论文　论文类型：学位论文

【摘要】：当知识型员工已成为企业核心竞争力的主力军,很多企业没有结合知识型员工的需求及特点,及时调整薪酬制度,导致原有的薪酬制度无法满足新时代员工的心理需求。在这种情况下,滞后的薪酬管理体系制约了企业的管理运作,无法吸引市场优秀的人才,无法有效激励在职员工,无法帮助员工一起发展,更使得企业的离职率居高不下,企业的运作成本也节节攀升,形成一个恶性循环。基于以上问题,本论文以薪酬管理理论、薪酬理论设计方法为基础,结合A建筑公司原有的薪酬体系以及亟待解决的问题,对知识型人员的薪酬模式的探讨,提出符合A公司情况的新的薪酬体系,以发挥薪酬体系在人力资源管理过程中的积极作用。本论文主要分为五个部分：第一章介绍了知识型员工相关理论,薪酬管理的相关理论,主要包括薪酬的含义及作用,薪酬管理相关的激励理论；薪酬体系的分类、知识型员工薪酬体系以及选择时需要考虑的因素；第二章着重介绍分析了A公司的情况,包括公司特点、人力资源现状、原有薪酬体系及出现的问题；第三章分析了影响A公司薪酬体系主要问题的原因,分析了薪酬结构、职位评价、薪酬管理等因素对A公司薪酬体系的影响；第四章是运用PE职位评价体系理论,针对A公司目前薪酬制度下产生的问题,提出了新的薪酬体系的方案,这是本论文的核心部分；第五章是提出的新的薪酬体系的实施和保障措施,对新的薪酬体系的优劣分析及对未涉及问题的总结。
[Abstract]:When the main force of knowledge workers have become the core competitiveness of enterprises, many enterprises have combined with the needs and characteristics of knowledge workers, the timely adjustment of the salary system, resulting in the original compensation system can not meet the new era of employee's psychological needs. In this case, the remuneration management system lags behind the constraints of the enterprise management operation, unable to attract the market of talent, can not effectively motivate employees, to help employees develop together, makes the enterprise turnover rate is high, the operation cost of enterprises is also rising, forming a vicious spiral. Based on the above problems, this thesis takes the salary management theory, compensation theory based design method, combined with the original compensation system in A construction company and the problems to be solved, to explore the compensation mode for knowledge workers, put forward new compensation system with A of the company, pay to play The positive role in the process of human resources management. This paper is mainly divided into five parts: the first chapter introduces the related theory of knowledge employee, salary management theory, including the meaning and role of salary and incentive compensation management related theory; classification of salary system, factors to consider knowledge workers compensation system and choice; the second chapter analyzes the situation of A company, including the characteristics of the company, the current situation of human resources, the original salary system and problems; the third chapter analyses the influence factors of the main problems of the compensation system in A company, analyzes the salary structure, job evaluation, salary management, influence factors on the compensation system of A company the fourth chapter is the use of PE; job evaluation system theory, according to the cause of A's current salary system problems, put forward a new salary system, this is the The core part; the fifth chapter is the implementation of the new salary system and the safeguard measures, the analysis of the new salary system and the summary of the unrelated problems.

【学位授予单位】：浙江工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92

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