CMC公司薪酬优化方案研究

发布时间：2018-01-11 02:10

本文关键词：CMC公司薪酬优化方案研究　出处：《东华大学》2017年硕士论文　论文类型：学位论文

【摘要】：薪酬,在企业经营管理过程中发挥非常重要的作用,关系到企业宏观战略政策层面的设计,而且还包含企业微观执行层面的操作,在公司管理中扮演了不可或缺的角色。从员工个人角度来看,它回报了员工个人付出,也反映了员工个人价值,是企业对员工个人付出的认可。因此,富有有效性、积极性的薪酬政策不但是公司可持续发展的动力源,而且能充分调动员工的执行力和创新力,为企业的高速发展做出贡献。薪酬优化是企业规划未来、做强做大的战略选择。随着中国经济持续高速发展,人们消费渠道的多样性拓展,一线国际奢侈品牌涌入中国,奢侈品零售行业中各品牌都面临残酷激烈的竞争。而竞争的本质实际上就是人才的竞争,任何企业要想在竞争中取胜,就必须认识到人力资源管理的重要性。为了发挥人力资源在组织运营管理的战略地位,本研究采取理论联系实际的分析方法,针对CMC公司目前员工工作动力不足,工作主动性不强的现象,通过对CMC公司的核心员工以及一线销售人员进行调查问卷分析以及同行企业访谈的结果,诊断出企业员工工作动力不足,工作主动性不强的原因,并提出相应的改善方案,进行薪酬的优化,提升企业整体效益。本文首先梳理了薪酬管理层面的知识,介绍薪酬管理的构成、概念、功能,并对薪酬设计的原则、方法和步骤展开具体的阐述。通过对CMC公司员工进行薪酬调研,客观系统地分析CMC公司目前薪酬管理体系现状。其次,通过分析企业行业特点、发展阶段、市场竞争形势以及CMC的战略目标和员工情况,找出CMC公司目前面临的问题就是现有的薪酬制度不够科学,不够合理。再次,应运“通用人才市场紧跟、核心人才市场领先”的薪酬原则,薪酬优化设计根据店铺不同职位的员工进行了岗位价值评估。并对现有的提成奖金方案,使用理论与实践相结合的办法,以及定性定量结合的两种分析法,设计出来一套与CMC公司现况相适应的薪酬管理体系。最后,在文化上、流程化、制度上保障薪酬管理优化实施,通过制定全方位的沟通机制让管理层和员工认识到薪酬优化的必要性,在企业内部宣讲薪酬管理体系优化的思路,消除员工反感薪酬改革的情绪,推动他们自行增强职位技能、工作效率,再设计职业规划。通过企业的文化建设,保证薪酬改革的顺利实行,使企业的竞争能力提升,保证企业可持续发展目标的完成。本文的贡献点是优化了现有固定薪酬和浮动薪酬方案,具有非常强的可操作性。
[Abstract]:Compensation, which plays a very important role in the process of enterprise management, is related to the design of the macro strategic policy level, and also includes the microcosmic executive level of the operation of the enterprise. It has played an indispensable role in the management of the company. From the perspective of individual employees, it returns the individual pay of employees, reflects the personal value of employees, and is the recognition of individual employees. Effective and positive salary policy is not only the power source of sustainable development of the company, but also can fully mobilize the executive and innovation of employees. To contribute to the rapid development of enterprises. Salary optimization is a strategic choice for enterprises to plan for the future and strengthen and grow. With the sustained and rapid development of China's economy, the diversity of people's consumption channels expand. First-line international luxury brands pour into China, all brands in the luxury retail industry are facing cruel and fierce competition, and the essence of the competition is actually the competition of talent, any enterprise wants to win in the competition. We must realize the importance of human resource management. In order to give play to the strategic position of human resources in the organization and operation management, this study adopts the analytical method of combining theory with practice. In view of the lack of motivation and initiative of CMC employees at present, the results of questionnaire analysis and peer interviews on the core employees and front-line salespeople of CMC Company are given. To diagnose the reasons for the lack of motivation and initiative of the employees, and put forward the corresponding improvement plan, to optimize the compensation, enhance the overall efficiency of the enterprise. Firstly, this paper combs the knowledge of salary management level. This paper introduces the composition, concept, function, principle, method and step of salary design. Through the research of CMC employees' compensation. Objective and systematic analysis of the current status of CMC compensation management system. Secondly, through the analysis of the characteristics of the enterprise industry, development stage, market competition situation and the strategic objectives of CMC and staff situation. To find out the problem that CMC is facing is that the current compensation system is not scientific and reasonable. Thirdly, the principle of "General talent market follows closely and core talent market leads" should be carried out. The optimization design of compensation is based on the evaluation of the position value of the employees in different positions of the shop. The existing scheme of commission bonus, the method of combining theory with practice, and the two methods of qualitative and quantitative analysis are also used. Design a set of compensation management system suitable to the current situation of CMC company. Finally, in culture, process, system to ensure the optimal implementation of compensation management. Through the establishment of a comprehensive communication mechanism to enable management and staff to realize the necessity of salary optimization, in the enterprise to promote the idea of optimization of the pay management system, eliminate the staff antipathy to the compensation reform sentiment. Promote them to enhance their job skills, work efficiency, re-design career planning. Through the construction of corporate culture, ensure the smooth implementation of salary reform, so as to enhance the competitiveness of enterprises. The contribution of this paper is to optimize the existing fixed salary and floating salary scheme, which has very strong maneuverability.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F279.26

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