广州LS公司薪酬管理体系优化研究

发布时间：2018-03-10 21:19

本文选题：LS公司　切入点：薪酬管理体系　出处：《广西师范大学》2017年硕士论文　论文类型：学位论文

【摘要】：薪酬体系作为人力资源管理的核心部分,在人力资源体系中有着至关重要的地位。因此,对薪酬管理体系的研究一直以来是现代人力资源管理理论研究的重点,也是一个难点。薪酬管理体系的完善与否同一个企业的命运息息相关,特别是在企业发展过程中,薪酬管理体系对于合理配置人工成本、吸引优秀人才起到了至关重要的作用。企业拥有一个合理的薪酬管理体系,就能有效的帮助企业吸引和保留员工,提升企业人力资源的质量,提高企业竞争力。随着对企业薪酬管理越来越深入的研究,我国企业对自身薪酬体系对企业的影响也有了新的认识,企业逐渐认识到薪酬不仅是企业的成本一部分,它已经与企业的人力资源战略各个发展要素紧密联系在一起。企业的薪酬制定要以企业的总体发展战略为导向,采取有针对性的措施去引导员工的行为,塑造员工的工作态度,利用薪酬预算最大程度的去吸引、保留、激励企业的核心人才。尽管对薪酬管理的重要性有了一定的认识,但我国很多企业在设计企业薪酬管理体系时并不科学,不但未能将员工的工作积极性调动起来,甚至还会对员工的发展进行制约,进而使企业自身发展受到了极大的限制。教育培训业在中国的时间比较短,但已步入到高速发展的阶段。根据有关统计数据显示,中国培训业规模正以每年30%的高速递增,截至2016年年底,我国中小学教育辅导机构市场规模更是超过8000亿元。LS教育培训公司作为广东地区一家发展中的教育培训企业,其薪酬体系是否适应企业的发展,将直接影响员工的工作表现,也决定了企业是否能走上良性可持续发展战略道路。本文以广州LS教育培训公司为研究对象,对广州LS教育培训公司的薪酬管理体系进行了探究,运用文献研究、系统分析、问卷调查、访谈等方式,从薪酬管理的基础理论入手,了解到广州LS教育培训公司由于对员工激励乏力;对员工能力评估不到位,薪酬评定不客观;对本区域薪酬没有调查,未科学制定公司薪酬决策,薪酬外部竞争力乏力;薪酬管理体系与市场导向脱节,缺乏企业战略发展目标等原因,导致LS教育培训公司薪酬管理制度中存在薪酬体系功能缺失,工资构成单一,无法使员工对企业产生认同感;薪酬管理组织体系不当,不利于企业预期的投资回报率;薪酬刻板化,绩效业绩机制未跟上,核心人才的吸引力不足等问题。在掌握公司暴露的问题及其原因进行分析后,通过引入薪酬理念,对企业的薪酬结构进行优化设计。在广州LS教育培训公司薪酬管理体系优化设计时,从公司实际出发,构建适合公司发展特点的立体多维结构薪酬管理模式。此套模式在设计时,从科学合理的思路出发,强调公司要建立符合公司发展和实际需求的战略目标,对薪酬管理体系中工作的分析、岗位的评价、绩效的考核等基本流程进行重构,设计出一套比较适合广州LS教育培训公司可持续发展的薪酬管理新体系。同时,为保障新的薪酬管理体系能够得以落实,从组织机构、管理制度、沟通机制、人力资源、企业文化等方面提出保障措施,确保新的薪酬管理体系得以顺利实施。通过新的薪酬管理体系的设计,将广州LS教育培训公司员工的绩效与企业的战略目标连接起来,不但吸引核心员工,大力发挥他们的工作积极性和创造性,进一步增强企业的人才竞争力,也为广州LS教育培训公司在薪酬管理水平上的提升提供参考和借鉴,为相关企业的薪酬改革提供有力的实践支撑。
[Abstract]:The salary system as the core part of human resources management, has an important status in the system of human resources. Therefore, the research on the salary management system has been the focus of modern human resource management theory research, but also a difficulty. Improve the salary management system of one enterprise's fate, especially in in the process of enterprise development, salary management system for the rational allocation of labor costs, to attract talented people to play a crucial role. The enterprise has a reasonable salary management system, can effectively help enterprises to attract and retain employees, improve the quality of human resources in enterprises, improve the competitiveness of enterprises. With the more in-depth study of enterprise salary management more and more, China's enterprises to influence its salary system of the enterprise also has a new understanding, enterprises gradually realize that the compensation is not only the enterprise In this part, it has various human resource strategic elements of the enterprise closely together. Enterprises pay to formulate the overall development strategy of the enterprise oriented, take targeted measures to guide the behavior of employees, building staff working attitude, the salary budget to the maximum extent to attract and retain. The core of talent incentive enterprises. Although there is a certain understanding of the importance of salary management, but many enterprises in our country enterprise salary management system design is not scientific, not only failed to mobilize the enthusiasm of the staff, even the staff development constraints, and can make the enterprise own development has been greatly restricted. Education and training industry in China time is short, but has entered into a stage of rapid development. According to the relevant statistics show that the size of the training industry is China high-speed increase 30% per year, At the end of 2016, China's primary and secondary education counseling agencies market size is more than 800 billion yuan.LS education and training company as a development in the education and training of enterprises in Guangdong area, the compensation system is to adapt to the development of enterprises, will directly affect the employee's performance also determines whether the enterprise can go on the road of sustainable development strategy of benign taking Guangzhou LS education and training company in Guangzhou as the research object, LS education and training company salary management system was explored, using literature research, system analysis, questionnaire survey, interviews, starting from the basic theory of salary management, to understand Guangzhou LS education and training company due to employee motivation is weak; not in place employee capability assessment, salary evaluation objective; no investigation on the salary, not scientific salary decision, lack of external compensation competitiveness; compensation management From system and market orientation, lack of strategic development goals, leading to the existence of the compensation system lack of salary management system of LS education and training company, wages constitute a single, unable to make employees have a sense of identity to the enterprise; salary management system properly, is not conducive to the expected return on investment; salary stereotype did not keep pace with the performance the performance of mechanism, lack of core talent attraction problems. Analyze master exposed problems and causes, through the introduction of compensation concept, optimize the design of the salary structure of the enterprise. In the optimization design of compensation system of Guangzhou LS education and training company, from the company's actual situation, the construction company to fit the development of multi-dimensional structure the salary management mode. This mode in the design, from the perspective of scientific ideas, emphasize to establish a company in line with the company's development and the actual demand The strategic target, analysis of the work of the salary management system, job evaluation, assessment and other basic process performance is reconstructed, designed a set of suitable for the sustainable development of Guangzhou LS education and training company salary management system. At the same time, in order to ensure the new salary management system can be implemented, from the organization, management system, communication mechanism, human resources, corporate culture and other aspects of security measures, to ensure that the new compensation management system can be successfully implemented. Through the design of the new salary management system, linking performance and strategic goal of enterprises in Guangzhou LS education and training of employees, not only attract key employees, vigorously develop their enthusiasm and creativity, to further enhance the competitiveness of talents, but also provide reference for Guangzhou LS education and training company to improve the compensation management, for the relevant enterprises The compensation reform provides a strong practical support.

【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】：G522.72;F272.92

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