LK公司薪酬体系再设计研究

发布时间：2018-03-04 13:44

本文选题：薪酬策略　切入点：薪酬管理体系　出处：《重庆理工大学》2017年硕士论文　论文类型：学位论文

【摘要】：在企业人力资源管理中,薪酬管理是一项重要的内容,一个科学的薪酬体系已经成为吸引和留住人才的一个不可或缺的手段。从企业整体战略角度来看,薪酬不单单是一个员工工资福利计算和发放,更多在于利于科学合理的薪酬管理来有效的支撑企业整体战略的发展。LK公司2003经过国有企业改制为实业有限公司,2009年通过国有资产控股公司联合自然人共同出资组建LK公司。其国有资产控股公司为XX铝业(集团)有限责任公司于20世纪50年代筹备,60年代动工兴建,现直属于中国铝业公司。LK公司经过7年的发展,公司在制度和文化建设方面已取得一定成绩,但随着行业环境的恶化、人工成本上升、员工流动性增加,经过几次薪酬改革但效果欠佳,相关问题变得日益严重。因此,从公司薪酬管理的体系建设入手,是目前发展的重要问题。由于薪酬体系建设是一项系统工程,牵涉的内容和范围较为广泛。在薪酬设计过程中,存在两种倾向,一种是为实现企业收益最大化的目标,因此尽可能少的给员工薪酬以实现运营成本降低的目的;另外一种目前大多数企业在做薪酬体系设计时,容易出现以下两种难以权衡的观点:一种是企业为了实现收益最大化,降低企业的运营成本,就应该尽可能少给员工薪酬;另外一种则更多把员工看作是企业重要的资源,更多强调利用薪酬来加强对员工的有效激励从而提升员工的满意度。因此,本文将在对比国内外企业薪酬设计与优化的实践案例基础,结合现代薪酬体系理论,本着实用性强、科学合理的原则,引入现代企业管理理念,首先对LK公司现有薪酬体系进行调研,找出其所存在的问题,同时在对问题成因分析基础上,结合公司未来战略发展目标,对现有薪酬体系进行优化,以期能实现LK公司整个薪酬体系能够成为公司战略发展的有力支撑,实现内部的公平性和外部的竞争性,为公司的长久发展奠定坚实的基础。
[Abstract]:In the enterprise human resource management, salary management is an important content, a scientific compensation system has become an indispensable means to attract and retain talents. Pay is not just a calculation and payment of employees' wages and benefits. More in favor of scientific and reasonable salary management to effectively support the development of the overall strategy of enterprises. LK Company 2003 through the state-owned enterprises to transform into industrial limited company, in 2009 through the state-owned assets holding company joint natural person co-financing. The state-owned asset holding company is XX Aluminium (Group) Co., Ltd., which started construction in the 1960s on 1950s. After 7 years of development, the company has made some achievements in system and cultural construction. However, with the deterioration of the industry environment, the labor costs rise and the staff mobility increases. After several salary reform but the effect is not good, the related problems become more and more serious. Therefore, starting with the construction of the compensation management system of the company, it is an important problem to develop at present. In the process of salary design, there are two kinds of tendencies, one is to realize the goal of maximizing the income of the enterprise, so as to reduce the operating cost by giving the employees as little compensation as possible; The other is that when most enterprises design the compensation system at present, it is easy to appear the following two difficult viewpoints: one is that in order to maximize the income and reduce the operating cost of the enterprise, the enterprise should pay employees as little as possible; On the other hand, employees are more regarded as important resources of the enterprise and more emphasis is placed on the use of compensation to strengthen effective incentives to employees and thereby enhance employee satisfaction. This article will compare the domestic and foreign enterprise salary design and the optimized practice case foundation, unifies the modern salary system theory, in line with the practicability, the scientific reasonable principle, the introduction modern enterprise management idea, First of all, we investigate the existing compensation system of LK Company, find out its existing problems, at the same time, on the basis of the analysis of the causes of the problem, combined with the company's future strategic development goals, we optimize the existing compensation system. In order to realize the LK company's entire salary system can become the company strategic development strong support, realizes the internal fairness and the external competition, establishes the solid foundation for the company's long-term development.
【学位授予单位】：重庆理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.32

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