A公司薪酬体系的优化设计
发布时间:2018-10-08 06:47
【摘要】:全球经济一体化进程加快使得市场竞争日趋激烈,新技术、新产品不断应运而生,传统制造业产品单一、集约式的发展模式、缺乏自主创新能力等都极易被市场淘汰,急需转型升级。企业的战略转型也需要组织结构、人力资源管理等相应管理机制也随之改变,因而合理、科学地构建、应用和动态管理企业的薪酬体系,成为企业维护人才管理、实现战略目标的重要手段。本研究通过对现代薪酬内涵和管理体系的相关理论、模式等深入研读和分析,对A公司人力资源现况、薪酬体系现状和员工满意度调查进行剖析,归纳总结了A公司薪酬体系存在的问题,包括薪酬结构未真正体现岗位价值、薪酬分配的公平性方面有所欠缺、薪酬维度的设置上平衡性不足以及薪酬增长机制单一、未充分发挥薪酬体系的激励作用,并对影响A公司薪酬体系的内外部因素进行了详细剖析,深入分析了公司岗位评估机制、薪酬结构设计和绩效考核机制对薪酬体系发挥激励作用的影响。基于现况分析,本研究运用了要素计点法开展岗位价值评估,对公司内部所有岗位进行梳理,撰写岗位说明书,并对岗位进行价值评估,计算薪点以确定薪酬等级,为薪酬体系优化设计提供数据基础。在此基础上,重新优化设计了新的薪酬模式、绩效考核制度,并对薪酬维度的权重有所侧重,明晰了员工的职业发展途径。最后还研究了实施薪酬体系优化过程中遇到的阻力和现实困难,为了减少阻力,推动改革,采取了一系列保障措施,如成立改革小组,定期公示改革通报;建立沟通机制,扩大宣传影响;完善绩效考评机制,强调激励功能;优化薪酬预算管理,及时兑现工资等。
[Abstract]:The accelerated process of global economic integration makes the market competition increasingly fierce, new technology and new products emerge as the times require, the traditional manufacturing products are single, intensive development model, lack of independent innovation ability and so on are easy to be eliminated by the market. Urgent need for transformation and upgrading. The strategic transformation of the enterprise also needs the organization structure, the corresponding management mechanism such as the human resources management also changes with it, therefore the reasonable, scientific construction, the application and the dynamic management enterprise's salary system, becomes the enterprise maintains the talented person management, An important means of achieving strategic objectives. This study analyzes the current situation of human resources, compensation system and employee satisfaction of Company A through in-depth study and analysis of relevant theories and models of modern salary connotation and management system. The problems of compensation system in company A are summarized, including that the compensation structure does not truly reflect the post value, the fairness of salary distribution is deficient, the compensation dimension is not balanced and the compensation growth mechanism is single. Not giving full play to the incentive role of the compensation system, and the internal and external factors that affect the compensation system of A company are analyzed in detail, and the post evaluation mechanism of the company is deeply analyzed. The influence of salary structure design and performance appraisal mechanism on the incentive effect of salary system. Based on the analysis of the situation, this study uses the method of factor counting to evaluate the position value, combs all the positions in the company, writes the job description, evaluates the position value, calculates the salary point to determine the salary grade. Provides the data basis for the salary system optimization design. On this basis, the new compensation model, performance appraisal system is redesigned, and the weight of compensation dimension is emphasized, and the career development path of employees is clarified. In order to reduce the resistance and promote the reform, a series of safeguard measures have been taken, such as setting up a reform group, publicizing the reform notice regularly, establishing a communication mechanism. Expand the publicity influence, perfect the performance appraisal mechanism, emphasize the incentive function, optimize the salary budget management, realize the salary in time, etc.
【学位授予单位】:哈尔滨理工大学
【学位级别】:硕士
【学位授予年份】:2017
【分类号】:F272.92;F426.4
[Abstract]:The accelerated process of global economic integration makes the market competition increasingly fierce, new technology and new products emerge as the times require, the traditional manufacturing products are single, intensive development model, lack of independent innovation ability and so on are easy to be eliminated by the market. Urgent need for transformation and upgrading. The strategic transformation of the enterprise also needs the organization structure, the corresponding management mechanism such as the human resources management also changes with it, therefore the reasonable, scientific construction, the application and the dynamic management enterprise's salary system, becomes the enterprise maintains the talented person management, An important means of achieving strategic objectives. This study analyzes the current situation of human resources, compensation system and employee satisfaction of Company A through in-depth study and analysis of relevant theories and models of modern salary connotation and management system. The problems of compensation system in company A are summarized, including that the compensation structure does not truly reflect the post value, the fairness of salary distribution is deficient, the compensation dimension is not balanced and the compensation growth mechanism is single. Not giving full play to the incentive role of the compensation system, and the internal and external factors that affect the compensation system of A company are analyzed in detail, and the post evaluation mechanism of the company is deeply analyzed. The influence of salary structure design and performance appraisal mechanism on the incentive effect of salary system. Based on the analysis of the situation, this study uses the method of factor counting to evaluate the position value, combs all the positions in the company, writes the job description, evaluates the position value, calculates the salary point to determine the salary grade. Provides the data basis for the salary system optimization design. On this basis, the new compensation model, performance appraisal system is redesigned, and the weight of compensation dimension is emphasized, and the career development path of employees is clarified. In order to reduce the resistance and promote the reform, a series of safeguard measures have been taken, such as setting up a reform group, publicizing the reform notice regularly, establishing a communication mechanism. Expand the publicity influence, perfect the performance appraisal mechanism, emphasize the incentive function, optimize the salary budget management, realize the salary in time, etc.
【学位授予单位】:哈尔滨理工大学
【学位级别】:硕士
【学位授予年份】:2017
【分类号】:F272.92;F426.4
【相似文献】
相关期刊论文 前10条
1 葛培波;注重长期激励的薪酬策略[J];中国劳动;2002年12期
2 肖勇军;我国高新技术企业成长时期的薪酬策略[J];企业技术开发;2003年17期
3 郭勤;中小企业薪酬策略[J];人才w,
本文编号:2255826
本文链接:https://www.wllwen.com/guanlilunwen/jixiaoguanli/2255826.html