M公司宽带薪酬体系再设计

发布时间：2018-02-15 01:19

本文关键词： M公司宽带薪酬薪酬体系设计　出处：《天津工业大学》2017年硕士论文　论文类型：学位论文

【摘要】：传统的薪酬管理体系制度下,员工薪酬所得一般是由与其在该组织内所处的级别高低成正比关系,也就是说职位越高,所得的薪酬也会越高。这种制度存在着这样一种现实问题,就是对资历和职位比较低的新员工,虽然对企业做出很大贡献,但是在这种制度下所取得的薪酬也会很低,只有通过职位晋升才能实现加薪。相反,对那些职位和资历比较高的老员工,即使不做贡献也会得到丰厚的薪酬。尤其是,随着企业管理层级的缩减,部门、机构的压缩,员工裁减,内部决策层级和操作层级之间的数量大大降低,员工晋升跨度和高层数量非常有限,大大增加了晋升的难度,导致传统的薪酬制度难以充分发挥激励效应,甚至严重阻碍员工积极性,传统薪酬体系出现的问题日益突出。为适应日益激烈的市场竞争和复杂的内外部工作环境,亟需引入一种新的薪酬体制改善重岗位重晋升的激励机制,将薪酬与实际绩效相结合,从而完成企业组织变革。宽带薪酬体系的产生有效地解决了传统薪酬体系无法解决的问题。宽带薪酬体系通过重新组合薪酬水平和薪酬变化范围,降低薪酬等级,扩大薪资变化的范围。打破了严格等级的传统工资制度,注重绩效而不是职位,实现组织结构的灵活性,并激励员工提高个人技能,同时应用绩效和薪酬两种制度有效地鼓励和保留核心人才,营造公平持久的良好组织氛围。本研究以M公司作为研究对象,从六个章节对M公司的宽带薪酬体系进行再设计。第一章为绪论。论述本研究的背景与意义、研究现状、研究内容与方法、技术路线图;第二章为相关理论综述。主要对薪酬理论、宽带薪酬理论、宽带薪酬的适用范围及设计流程进行综述。第三章为M公司薪酬现状及问题分析。包括M公司薪酬管理问题及采用宽带薪酬的可行性分析。第四章为M公司薪酬体系的再设计。第五章为宽带薪酬体系的评价与实施。剖析其优点与不足。第六章为研究结论与展望。本研究旨在通过以上研究,建立一套与M公司特点相匹配且富有成效的宽带薪酬体系,以此帮助M公司更好地激发员工激情,留住高校高能的人才,实现员工利益与公司利益的有效结合,提高M公司的可持续发展能力。同时对其他企业进行宽带薪酬体系设计提供借鉴。
[Abstract]:Under the traditional compensation management system, the employee's salary is usually proportional to the rank he or she is in the organization, that is, the higher the position, the higher the position. The higher the salary, the higher the salary. There is a real problem with this system, that is, although the new employees with lower qualifications and positions make a great contribution to the enterprise, the salary under this system will also be very low. Salary increases can only be achieved through promotion. On the contrary, older employees with higher positions and qualifications will be paid handsomely even if they do not contribute. In particular, as the level of business management shrinks, departments and institutions will shrink. The reduction of staff, the reduction of the number between the level of internal decision making and the level of operation, the very limited number of promotion span and the number of senior level of staff greatly increase the difficulty of promotion, resulting in the traditional salary system is difficult to give full play to the incentive effect. In order to adapt to the increasingly fierce market competition and complex internal and external working environment, the problems in the traditional salary system become increasingly prominent. It is urgent to introduce a new salary system to improve the incentive mechanism of heavy post re-promotion and combine compensation with actual performance. The generation of broadband compensation system can effectively solve the problems that cannot be solved by traditional compensation system. The broadband compensation system reduces the salary grade by recombining the salary level and the range of salary changes. Expanding the range of pay changes. Breaking the traditional pay system of strict hierarchies, focusing on performance rather than position, achieving organizational structure flexibility, and motivating employees to improve their personal skills, At the same time, the performance and compensation systems are used to encourage and retain the core talents effectively, and to create a fair and lasting good organizational atmosphere. This paper redesigns M Company's broadband compensation system from six chapters. The first chapter is introduction. It discusses the background and significance of this study, research status, research content and methods, technology roadmap; The second chapter is a review of relevant theories. The application scope and design process of broadband compensation are summarized. Chapter 3 is the analysis of compensation status and problems of M Company, including the issue of compensation management in M Company and the feasibility analysis of adopting broadband compensation. Chapter 4th is the compensation of M Company. Chapter 5th is the evaluation and implementation of the broadband compensation system. It analyzes its advantages and disadvantages. Chapter 6th is the conclusion and prospect of the research. To set up a set of broadband compensation system which matches the characteristics of M Company, which can help M Company to stimulate staff passion, retain high energy talents in colleges and universities, and realize the effective combination of employee interests and company interests. To improve M company's sustainable development ability. At the same time, to provide reference for other enterprises to design broadband compensation system.
【学位授予单位】：天津工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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