PYT公司中层管理人员薪酬方案设计

发布时间：2018-02-25 10:04

本文关键词： 人力资源中层管理人员激励薪酬方案　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：在全球化竞争和知识经济时代,企业的竞争优势从最根本来讲决定了企业的可持续发展与成长。而且随着时代的发展,越来越多的企业意识到企业的核心竞争力归根结底在于“人”,“以人为本”是每个企业发展的关键和核心,伴随市场竞争的不断加剧,势必造成了人力资源管理的重要性越来越显著。与此同时随着社会主义市场经济的不断发展,人力资源管理在企业管理中的作用也变得逐渐重要。企业能不能健康、良性的发展,在很大程度上取决于员工素质的高低与否,以及人力资源管理在企业管理中的受重视程度。人才是企业众多资源中最宝贵、最重要的资源,而中层管理人员作为企业的中流砥柱,是企业人才的中坚力量。在企业里,中层管理人员起到承上启下的作用。上层领导的经营理念需要由他们来传递,企业的经营计划需要由他们来组织和实施;而且中层管理人员的工作能力和工作态度也会直接影响到企业的管理效率和经济效益。由此可以看出,如何正确认识中层管理人员的价值,并且如何在中层管理人员需求特征的基础上最大限度地激励中层管理人员,充分发挥其积极性,挖掘其内在潜能,对企业来说具有重大的意义。员工的薪酬管理是人力资源管理中最重要的环节之一。薪酬作为实现人力资源合理配置的基本手段,在人力资源开发与管理中起着举足轻重的作用。成功的薪酬管理往往能够极大地调动劳动者的积极性、创造性,反之,则会挫伤劳动者的积极性和创造性。薪酬设计既是建立现代薪酬管理制度的前提和重要组成部分,又是企业人力资源管理中最核心的内容之一,还关系到企业的运营管理以及长远的发展。薪酬设计是对个人劳动价值的具体体现,合理的薪酬设计能够充分调动员工的工作热情,激发其才能发挥,使其获得满足感和心理荣誉感,进而更好地促进企业的发展壮大。因此,企业应该根据自身的实际情况制定符合自己企业的薪酬体系制度,这样会给企业带来很大好处,会给企业的效益带来质的飞跃。本论文首先研究和学习了中外相关的薪酬理论作为本文的理论指导,然后通过问卷调查的方式获得PYT公司中层管理人员目前薪酬方案的详细情况,并分析汇总了该方案的不足之处;最后在相关问题分析的基础上、结合和借鉴经典的薪酬理论以及PYT公司的实际情况,以人力资源理论,激励理论、薪酬理论和现代管理理论为理论依据,通过综合运用文献法、例证法、图表法等,就PYT公司的中层管理人员薪酬方案作了系统研究并在此基础上重新制定了薪酬方案。
[Abstract]:In the era of global competition and knowledge economy, the competitive advantage of enterprises fundamentally determines the sustainable development and growth of enterprises. More and more enterprises realize that the core competitiveness of enterprises lies in "people" in the final analysis, "people-oriented" is the key and core of the development of every enterprise, with the increasing competition in the market. At the same time, with the development of socialist market economy, the role of human resource management in enterprise management is becoming more and more important. The benign development, to a large extent, depends on the quality of the staff and the importance of human resource management in the enterprise management. Talent is the most valuable and important resource of the enterprise. As the mainstay of the enterprise, the middle management is the backbone of the enterprise talent. In the enterprise, the middle management plays the role of connecting the above and the following. The management idea of the upper leadership needs to be passed on by them. The business plan of the enterprise needs to be organized and implemented by them, and the working ability and attitude of the middle managers will directly affect the management efficiency and economic benefit of the enterprise. How to correctly understand the value of middle managers, and how to maximize the incentive of middle managers on the basis of the characteristics of their needs, give full play to their enthusiasm, tap their inherent potential, The salary management of employees is one of the most important links in human resources management. As a basic means to realize the rational allocation of human resources, compensation is the basic means to realize the rational allocation of human resources. The successful salary management can arouse the enthusiasm and creativity of the laborer greatly, conversely, the successful salary management often can arouse the enthusiasm and creativity of the laborer, on the contrary, it plays an important role in the development and management of human resources. Salary design is not only the premise and important part of establishing modern salary management system, but also one of the core contents of enterprise human resource management. It is also related to the operation management and long-term development of enterprises. Salary design is a concrete embodiment of individual labor value. Reasonable salary design can fully mobilize the enthusiasm of employees and stimulate their ability to play. To make them feel satisfied and have a sense of psychological honor, so as to promote the development and growth of enterprises better. Therefore, an enterprise should formulate a compensation system in line with its own actual situation, which will bring great benefits to the enterprise. This paper first studies and studies the relevant compensation theories in China and foreign countries as the theoretical guidance of this paper. Then through the way of questionnaire survey to obtain the details of the current compensation plan of middle managers in PYT company, and analyze the shortcomings of the scheme; finally, on the basis of the analysis of related issues, Combining with the classical compensation theory and the actual situation of PYT Company, taking human resource theory, incentive theory, salary theory and modern management theory as the theoretical basis, through the comprehensive use of literature method, illustration method, chart method, etc. This paper makes a systematic study on the compensation scheme of middle managers in PYT Company and reformulates the compensation scheme on this basis.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F416.471

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