M自然保护区管理局聘用人员薪酬管理体系优化设计

发布时间：2018-03-04 14:21

本文选题：薪酬体系　切入点：优化设计　出处：《广西师范大学》2017年硕士论文　论文类型：学位论文

【摘要】：薪酬管理是现代企业管理中不可或缺的重要组成部分,在激励员工积极性、节约经营成本和提高企业竞争力都发挥着重要的作用。战略性激励是现代人力资源管理的核心理念。在以战略性激励为核心理念的人力资源管理体系中,薪酬管理成为实现企业战略目标、推动组织绩效水平不断提升的核心管理职能之一。现代薪酬管理就是一种战略性广义薪酬整合激励管理,简称战略薪酬管理。随着社会市场经济的发展,绿色发展成为经济社会发展的一个基本理念,生态环境保护问题日益重要。自然保护区对于保护生态环境和自然资源、维持生态平衡和促进经济可持续发展有着重要的意义。自然保护区的正常运行需要聘用人员,对于聘用人员可以采用企业化的管理,来达到提高办事效率、增强内部服务功能的效果。薪酬管理是人力资源管理中的重要内容。但由于历史原因和客观因素,自然保护区的人力资源管理基础薄弱,薪酬管理存在很多问题,不能满足自然保护区发展的需要。因此,探究自然保护区如何设计一个公平而有效的薪酬管理体系,充分发挥薪酬的激励作用,吸引和保留人才显得十分紧迫而重要。本文首先从理论上阐述了薪酬的基本概念和现代薪酬管理理论,以及薪酬管理体系。介绍了国内自然保护区的管理现状。接着选择M自然保护区为研究对象进行薪酬管理体系优化设计,采用理论分析和实际分析的方法,以人力资源管理知识为基础,综合运用经济学、管理学、心理学等相关学科知识,结合问卷调查的方式,分析M自然保护区薪酬体系现状和存在的问题。接着根据M自然保护区实际情况,在战略性薪酬理论指导下,遵循薪酬管理体系优化的原则和步骤,以全面薪酬为框架,以岗位薪酬为基础,以绩效工资为激励,采用适合扁平化组织的岗位和技能相结合的宽带型薪酬结构,提出M自然保护区薪酬管理体系优化设计的具体内容:以职位分析和评价为基础确定基本薪酬,注重公平的激励制度,基本福利和弹性福利制度,培训和人才发展,工作和生活的平衡、注重组织文化等非经济性薪酬。最后为保障薪酬管理体系优化设计方案的顺利实施,提出了相应的保障措施。M自然保护区是国家级自然保护区,也是全国示范性建设自然保护区。在薪酬体系优化设计的过程中,本文以薪酬理论为指导,结合M自然保护区的实际情况,通过观察法、工作日志法、访谈法收集职位分析信息,进行岗位描述;采用要素计点法来进行职位的等级划分,从而设计以战略薪酬为导向,职位和技能相结合的薪酬体系。优化设计激励薪酬的分配方法和管理方法,通过完善绩效考核制度,明确绩效工资预算、绩效考核和绩效工资发放过程,保证绩效工资分配的公平性和程序的公平性。完善员工福利内容,增加了弹性福利制度。提供培训机会和职业发展,充分发挥员工的主观能动性。根据M自然保护区行政事业单位的公益性性质,更加注重非经济薪酬的激励作用。优化后的薪酬体系设计方案,旨在符合M自然保护区的战略需求,提升薪酬管理水平,通过薪酬的激励作用,充分发挥聘用人员的主观能动性和积极性,鼓励员工和保护区共同发展。本文以M自然保护区的薪酬体系优化设计为例,根据自然保护区的实际情况,以战略薪酬为指导,结合全面薪酬和宽带薪酬概念,设计了以职位和技能结合的薪酬体系。没有一味地追求提高经济性薪酬,而是优化薪酬结构,通过薪酬分配和实施来实现薪酬的激励作用。同时注重非经济性薪酬的激励作用。保障措施和调整体制让薪酬优化设计方案能在实践中顺利实施。探讨了自然保护区这一类公益性单位中聘用人员企业化管理的可能性,为类似的自然保护区提供薪酬体系优化的思路和参考。
[Abstract]:Salary management is an important part of modern enterprise management, the employee motivation, plays an important role to save the operating costs and improve the competitiveness of enterprises. The strategic incentive is the core concept of modern human resource management. The core idea of human resource management system with strategic incentive, salary management has become the enterprise one of the strategic objectives, promote and improve the organization performance level of the core management functions. The modern salary management is a kind of generalized strategic integration incentive management, referred to as the strategic compensation management. With the development of social market economy, green development has become a basic concept of economic and social development, ecological environment protection has become increasingly important for the protection of nature reserves. The ecological environment and natural resources, maintaining ecological balance and has important significance to promote the sustainable development of economy. The normal operation of nature reserve needs to hire staff, for staff can be used in enterprise management, to improve work efficiency, enhance the service function of internal effect. Compensation management is an important content of human resource management. But due to historical reasons and objective factors, human resources management based on natural protection area is weak, the salary management there are a lot of problems, can not meet the needs of the development of nature reserves. Therefore, how to design a fair and effective salary management system of Nature Reserve, give full play to the role of incentive pay to attract and retain talent is very urgent and important. This paper describes the basic concept of salary and modern salary management theory and salary management system. The management status of domestic natural reserve. Then select the M nature reserve as the research object of salary management Optimization of system design, using the method of theoretical analysis and practical analysis, the human resources management knowledge, comprehensive use of economics, management science, psychology and other related knowledge, combined with the questionnaire survey, analysis of M natural protection status and the existing salary system area. Then according to the M Nature Reserve in the actual situation, guide the strategic compensation theory, follow the principles and procedures of compensation management system optimization, based on total compensation framework, with salary based on performance salary incentive, broadband compensation structure suitable for flat organizational position and skills combined with the proposed area, compensation management system optimization design of the specific content of natural protection M in job analysis and evaluation to determine the basic salary, equity incentive system, basic welfare and flexible welfare system, personnel training and development, work and life On balance, organizational culture and other non economic compensation. Finally, in order to ensure the smooth implementation of salary management system optimization design, puts forward corresponding measures of the.M nature reserve is a National Nature Reserve, is a national demonstration of the construction of natural reserves. In the process of optimizing the design of the compensation system, based on the compensation theory the guidance, combined with the actual situation of M nature reserve, through observing the law, work logs, interviews to collect information of job analysis, job description; the grade point method for position, so as to design on the strategy oriented compensation, job and skill salary system combined with allocation method and management method. Optimization design of incentive compensation, by improving the performance appraisal system, clear performance salary budget, performance assessment and payroll process, ensure fairness and process performance wage distribution The fairness of the order. Improve the content of employee benefits, increase the flexibility of the welfare system. Provide training and occupation development opportunities, give full play to the initiative of employees. According to the nature of the unit area administrative nature reserve M, pay more attention to the incentive effect of non economic compensation. The compensation system optimized design, in order to meet the strategy M nature reserve, enhance the salary management level, through the incentive function of compensation, give full play to the initiative and enthusiasm of the staff, and encourage employees to reserve common development. Based on the M nature reserve compensation system optimization design as an example, according to the actual situation of nature reserves, to pay for the strategy the guidance, combined with a comprehensive compensation and broadband compensation concept, designed with the job and skill salary system. Not blindly pursuit to improve economic compensation, but to optimize the salary structure, pass The implementation of incentive pay compensation allocation and implementation. At the same time pay attention to the incentive effect of non economic salary. Safeguard measures and adjust the system to compensation optimization design scheme can be successfully implemented in practice. To explore the possibility of hiring management personnel of the enterprise nature reserve this kind of public welfare units, providing compensation system optimization ideas and reference for the similar nature reserve.

【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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