山东华建集团公司员工绩效薪酬体系研究

发布时间：2019-04-28 20:32

【摘要】：科学的绩效薪酬可以极大激发公司员工工作动力,成为企业薪酬改革的重要选择。然而,当前绩效薪酬实施中绩效评定不够客观、薪酬构成不尽合理等问题经常出现,不仅影响了内部公平,也影响了员工工作热情。因此,需要制定一套科学、客观的绩效薪酬体系,以发挥其激励作用。另外,建筑行业是一个蕴含着巨大利润、角逐日趋激烈的行业,激发该领域员工积极性,将对企业经营产生巨大影响。山东华建集团作为建筑业内的专业企业,也面临员工薪酬满意度低、工作积极性不足、行业薪酬竞争压力大与人员流动快等问题,如何改善薪酬体系、稳定员工队伍已经成为该企业面临的战略任务。有鉴于此,本文以山东华建集团公司战略转型为研究背景,以调动人员积极性、挖掘员工工作潜能,促进公司核心业务稳健增长为根本目的,结合量化薪酬体系理论,论文构建出一套市场化、多元化的科学可行的量化薪酬激励体系。首先,采用人员访谈、问卷调研等多种手段深入山东华建集团公司调研,揭示该公司当前在人员薪酬体系中存在的问题,并挖掘问题存在的根源;在给出量化绩效薪酬体系设计原则基础上,确定了量化绩效薪酬基数、个人绩效系数以及岗位差异补偿系数,设计了薪酬结构与等级,并给出合理的绩效评价体系,结合评价结果设计了完善绩效薪酬方案。最后,从量化绩效薪酬管理与实施保障两个方面提出了方案实施对策。研究不仅可为山东华建集团绩效薪酬优化提供有效决策支持,也可为同类企业的薪酬管理提供有效参照。
[Abstract]:The scientific performance compensation can greatly stimulate the employees' working motivation and become an important choice of the enterprise salary reform. However, at present, the performance evaluation is not objective enough in the implementation of performance pay, the unreasonable salary composition and other problems often appear, not only affect the internal fairness, but also affect the enthusiasm of employees. Therefore, it is necessary to establish a set of scientific, objective performance compensation system to play its incentive role. In addition, the construction industry is an industry with huge profits and fierce competition, which will stimulate the enthusiasm of the employees in this field, and will have a great impact on the operation of the enterprise. As a professional enterprise in the construction industry, Shandong Hua Jian Group is also faced with the problems of low salary satisfaction, insufficient enthusiasm for work, great pressure on salary competition in the industry and the rapid movement of personnel, how to improve the salary system, and so on. Stabilizing the workforce has become a strategic task for the enterprise. In view of this, this article takes Shandong Hua Jian Group's strategic transformation as the research background, in order to arouse the staff enthusiasm, excavates the employee's work potential, promotes the company's core business steady growth as the basic purpose, combines the quantification salary system theory, This paper constructs a set of market-oriented, diversified, scientific and feasible quantitative salary incentive system. First of all, by means of personnel interview, questionnaire and so on, the author goes deep into Shandong Hua Jian Group Company to reveal the problems existing in the compensation system of the staff, and to explore the root causes of the problems. On the basis of the design principle of the quantitative performance compensation system, this paper determines the quantitative performance compensation base, individual performance coefficient and post difference compensation coefficient, designs the salary structure and grade, and gives a reasonable performance evaluation system. Combined with the evaluation results, a perfect performance compensation scheme is designed. Finally, from the quantitative performance compensation management and implementation of the two aspects of the implementation of countermeasures. The research can not only provide effective decision support for performance and salary optimization of Shandong Huashan Construction Group, but also provide effective reference for salary management of similar enterprises.
【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;F426.92

【参考文献】