基于双因素理论的铁路局管理人员薪酬体系研究

发布时间：2018-02-04 21:14

本文关键词： 双因素理论铁路局管理人员薪酬体系　出处：《南昌大学》2016年硕士论文　论文类型：学位论文

【摘要】：在现实经济生活中,许多人并不能真正理解人力资源管理中的薪酬激励机制的基本作用。如果没有良好的薪酬激励机制,人力资源管理将缺乏本质上的意义,然而有效的薪酬激励机制将人力资源管理中存在的诸多问题迎刃而解,与国有企业的管理直接相互作用。良好的薪酬激励机制能够使国有企业留住人才,赋予国有企业生命力。本文选取南昌铁路局九江桥工段作为案例,从双因素理论角度进行研究,挖掘其在薪酬激励机制方面存在的问题与原因,并找到解决与发展其薪酬激励机制的方法,从而为其建立起一个完善的薪酬激励机制体系,促进其长远发展。本文主要内容分为六部分:第一部分绪论,简单介绍研究背景、研究目的与意义、国内外研究现状、研究内容与方法;第二部分相关理论基础,阐述了薪酬基础理论、薪酬设计理论和双因素理论,为本文的研究奠定了理论基础;第三部分南昌铁路局九江桥工段管理人员薪酬体系现状分析,对南昌铁路局九江桥工段基本现状和组织结构及人力资源现状进行了分析,并从薪酬构成、系列、标准和调整了解了原有薪酬体系;第四部分南昌铁路局九江桥工段管理人员薪酬体系存在的问题,进行了南昌铁路局九江桥工段管理人员薪酬体系满意度调查,挖掘出南昌铁路局九江桥工段管理人员薪酬体系保健因素问题和激励因素问题;第五部分基于双因素理论的南昌铁路局九江桥工管理人员薪酬体系优化,确定了薪酬战略,做好了岗位评价,采用了宽带薪酬;第六部分基于双因素理论的南昌铁路局九江桥工管理人员薪酬激励提升满意度措施,提出调解薪酬结构、改进分配方式、完善薪酬机制、加强薪酬规范、拓宽加薪通道和提升薪酬竞争里等策略。
[Abstract]:In real economic life, many people can not really understand the basic role of compensation incentive mechanism in human resource management. If there is no good compensation incentive mechanism, human resources management will lack the essential significance. However, the effective salary incentive mechanism can solve many problems in human resource management and interact directly with the management of state-owned enterprises. A good salary incentive mechanism can make state-owned enterprises retain talents. This paper selects Jiujiang Bridge Section of Nanchang Railway Bureau as a case study from the perspective of two-factor theory to dig out the problems and reasons in the compensation incentive mechanism. And find out how to solve and develop its compensation incentive mechanism, so as to establish a perfect compensation incentive mechanism system to promote its long-term development. The main content of this paper is divided into six parts: the first part of the introduction. This paper briefly introduces the research background, research purpose and significance, domestic and foreign research status, research content and methods; The second part related to the theoretical basis, elaborated the salary basic theory, the salary design theory and the two-factor theory, has laid the theoretical foundation for this article research; The third part of Nanchang railway bureau Jiujiang bridge section management salary system analysis, the Nanchang railway bureau Jiujiang bridge section basic status, organizational structure and human resources status, and from the salary structure, series. Standard and adjustment to understand the original salary system; 4th part of Nanchang railway bureau Jiujiang bridge section management salary system problems, Nanchang railway bureau Jiujiang bridge section management compensation system satisfaction survey. Excavating the health factors and incentive factors of the salary system of managers in Jiujiang Bridge Section of Nanchang Railway Bureau; 5th based on the two-factor theory of Nanchang Railway Bureau Jiujiang Bridge Management staff compensation system optimization, determine the compensation strategy, do a good job evaluation, the use of broadband compensation; 6th based on the two-factor theory of Nanchang Railway Administration Jiujiang Bridge managers salary incentive satisfaction measures, proposed mediation pay structure, improve the distribution method, improve the compensation mechanism, strengthen the compensation standards. Widen salary increase channel and raise salary competition and so on strategy.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F532.6

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