基于岗位价值的英利集团宽带薪酬设计

发布时间：2018-03-05 13:07

本文选题：人力资源管理　切入点：薪酬管理　出处：《河北大学》2017年硕士论文　论文类型：学位论文

【摘要】：科学合理的薪酬体系是企业吸引、激励、留住人才的重要手段之一。岗位价值评估是保障薪酬体系科学合理的基础,二者关联性紧密。以岗位价值评估为基础进行薪酬设计,通过以岗定薪充分体现员工的价值,激发员工潜能,有效调动员工的积极性,促进企业快速发展。本文以英利集团为研究对象,主要运用了文献资料调查法、问卷调查和访谈法、标杆对比法等研究方法,最终为英利集团设计了以岗位价值评估结果为基础的宽带薪酬。通过阅读大量岗位价值评估和薪酬管理的相关文献资料,总则和归纳了科学的岗位价值评估和薪酬设计的原则和步骤,为薪酬设计提供了理论基础和工作方法;在对公司内部大部分员工进行问卷调查和访谈的基础上,结合同行业薪酬水平,诊断了公司目前薪酬管理存在的主要问题;通过岗位分析优化现有岗位、岗位价值评估确定各岗位薪酬等级、任职者和岗位任职要求进行匹配确定个人薪酬水平等一系列措施,有效解决了目前薪酬水平内部不公平、外部不具备竞争力等主要问题。本文在最后针对英利集团员工职业发展体系和绩效考核体系建设提出了未来研究的展望。
[Abstract]:The scientific and reasonable compensation system is one of the important means for enterprises to attract, encourage and retain talents. The evaluation of post value is the scientific and reasonable basis of ensuring the compensation system, and the two are closely related. In this paper, Yingli Group is taken as the research object, and the method of literature investigation is mainly used, by fully reflecting the value of employees, stimulating the potential of employees, effectively arousing the enthusiasm of employees and promoting the rapid development of enterprises. Questionnaire and interview methods, benchmarking method and other research methods, ultimately designed for Yingli Group based on the results of job value assessment of broadband compensation. Through reading a large number of post value evaluation and compensation management related literature, The general principles and the summary of the principles and steps of scientific job value evaluation and compensation design provide the theoretical basis and working methods for the compensation design, and on the basis of questionnaire survey and interview to the majority of employees in the company, Combined with the pay level of the same industry, the paper diagnosed the main problems existing in the current compensation management of the company, optimized the existing positions through post analysis, and determined the salary levels of each post by the evaluation of the post value. A series of measures, such as matching the requirements of the incumbent and the post to determine the individual salary level, have effectively solved the inequity within the current salary level. At the end of this paper, the author puts forward the prospect of the future research on the construction of Yingli Group employees' career development system and performance appraisal system.
【学位授予单位】：河北大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61

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