技能型员工的绩效考核与薪酬设计

发布时间：2018-01-20 08:23

本文关键词： 绩效考核薪酬技能型员工信息不对称　出处：《五邑大学》2016年硕士论文　论文类型：学位论文

【摘要】：企业的可持续成长与和谐发展,从根本上取决于企业的核心能力和竞争优势。然而随着全球竞争和知识经济的到来,制造型企业基于物质资本的竞争优势正在不断减弱,产品、技术、经营模式等正在趋于同质化,企业竞争的核心逐渐聚焦于人才的竞争,人力资本成为企业的核心能力和竞争优势的来源,是企业可持续发展的根本推动力。因此企业核心能力和竞争优势的基础与源泉在很大程度上就是人才资源,人力资源管理也必然成为企业管理的重中之重工作,对支撑企业整体发展有着重要作用。对于制造行业来说,技能型员工是企业人力资本的重要组成部分,其绩效考核与薪酬设计是人力资源管理的核心环节之一,同时又是招聘、培训和人员晋升奖惩的主要依据。因此,在制造型企业内部建立科学合理且能够有效激励技能型员工的绩效考核与薪酬机制是发挥员工主动性和创造性以及提升企业核心竞争力的重心所在,也是顺应经济发展态势、技术创新发展的大势所趋。本文选题为制造型企业中技能型员工的绩效考核与薪酬设计,首先从选题背景与意义、国内外关于绩效和薪酬的研究现状、研究内容与创新点这几个方面对本文做简要概述。其次,阐述与分析绩效与薪酬的相关理论基础知识,目的在于找出适合我国技能型员工发展所需要的绩效考核与薪酬机制设计的理论依据。再次,根据已有的研究成果总结出我国目前企业中技能型员工绩效考核与薪酬管理存在的主要问题,并应用解释结构模型分析这些问题的相互影响关系,指出问题存在的最深层次原因——绩效考核与薪酬管理缺乏有效的沟通,为解决问题找到切入点。然后,是从信息不对称的视角运用委托代理理论设计薪酬激励机制,以这种机制为基础进行技能型员工的绩效考核与薪酬设计。最后,笔者通过参与SD公司人力资源管理咨询的实践学习,从理论和实践相结合的角度对SD公司的绩效考核和薪酬体系进行了重新设计,作为制造型企业中技能型员工绩效考核和薪酬体系设计的案例研究,希望在为本企业解决问题的同时能为类似企业提供价值性的参考。
[Abstract]:The sustainable growth and harmonious development of enterprises depend fundamentally on the core competence and competitive advantages of enterprises. However, with the advent of global competition and knowledge economy. The competitive advantage of manufacturing enterprises based on material capital is weakening, products, technologies, business models and so on are becoming homogenized, the core of enterprise competition is gradually focusing on the competition of talents. Human capital has become the source of the core competence and competitive advantage of the enterprise and the fundamental driving force of the sustainable development of the enterprise. Therefore, the foundation and source of the core competence and competitive advantage of the enterprise is to a large extent human resources. Human resource management must also become the most important part of the enterprise management, which plays an important role in supporting the overall development of the enterprise. For the manufacturing industry, skilled employees are an important part of the enterprise human capital. Its performance appraisal and salary design is one of the core links of human resources management, and it is also the main basis of recruitment, training and personnel promotion rewards and punishments. The establishment of scientific and reasonable performance appraisal and compensation mechanism for skilled employees is the focus of giving full play to the initiative and creativity of employees and enhancing the core competitiveness of enterprises. It is also in line with the trend of economic development and the general trend of technological innovation development. This topic is the performance appraisal and salary design of skilled employees in manufacturing enterprises, first of all, from the background and significance of the topic. At home and abroad on the performance and compensation research status, research content and innovation of these several aspects to do a brief overview of this paper. Secondly, explain and analyze the performance and compensation related theoretical basis knowledge. The purpose is to find out the theoretical basis of performance appraisal and salary mechanism design for the development of skilled employees in China. According to the existing research results, this paper summarizes the main problems existing in the performance appraisal and salary management of skilled employees in Chinese enterprises, and applies the explanatory structure model to analyze the relationship between these problems. Points out the deepest reason of the problem-performance appraisal and salary management lack of effective communication, to solve the problem to find a starting point. Then. Is from the information asymmetry angle of view uses the principal-agent theory to design the salary incentive mechanism, based on this mechanism carries on the technical staff performance appraisal and the salary design. Finally. The author redesigns the performance appraisal and compensation system of SD company from the angle of combining theory and practice by participating in the practice study of human resource management consulting of SD company. As a case study of the performance appraisal and compensation system design of skilled employees in manufacturing enterprises, it is hoped that it can provide a valuable reference for similar enterprises while solving problems.
【学位授予单位】：五邑大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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