基于工资总额预算管理下的Z公司薪酬体系优化研究

发布时间：2018-03-26 16:53

本文选题：有色行业　切入点：岗位绩效工资制　出处：《宁夏大学》2017年硕士论文

【摘要】：企业人力资源管理的核心内容是薪酬管理,合理有效的薪酬体系是激发员工的积极性与主动性的有效工具,同时促进员工努力实现组织目标,提高组织的效益;先进且适应企业环境的薪酬体系还可以提高员工对企业的满意度,增强员工爱岗敬业精神,从而成为进一步吸引、激励、留住人才的最有力的杠杆。党的十八届三中全会中,国企改革被列为经济改革的重点,其中抓好内部运营机制是关键,而薪酬改革又是改善国企运营机制的核心,同时也是推动国有企业内生改革的动力所在。随着世界经济下行压力的持续加剧,国企改革布局明显提速,在去产能等供给侧改革推动下,产能过剩领域如煤炭、钢铁、建材、有色将是国企改革的重点。本文以有色金属行业国有企业Z公司为研究对象,通过采用访谈法、查阅文献法、理论与实证相结合的方法,对Z公司现有薪酬管理体系的运行情况进行分析,发掘公司薪酬体系运行近十年过程中出现的问题,根据薪酬理论基础,结合公司内外部环境,对Z公司的岗位绩效工资制薪酬体系进行优化研究,最终设计出符合公司发展现状、支撑企业发展战略的薪酬体系,同时也希望对我国有色行业国有企业探索适合中国国情的薪酬文化和薪酬制度有一定现实参考意义。
[Abstract]:The core content of enterprise human resource management is salary management. A reasonable and effective compensation system is an effective tool to stimulate the enthusiasm and initiative of the staff, at the same time, to promote the staff to achieve the organizational goals and improve the efficiency of the organization. The advanced compensation system, which adapts to the enterprise environment, can also enhance the employees' satisfaction with the enterprise, enhance their devotion to their jobs, and thus become the most powerful lever for further attracting, encouraging, and retaining talented people. At the third Plenary session of the 18th CPC Central Committee, The reform of state-owned enterprises has been listed as the focal point of economic reform, in which the key is to grasp the internal operation mechanism, and the salary reform is the core to improve the operating mechanism of state-owned enterprises. At the same time, it is also the driving force behind the endogenous reform of state-owned enterprises. As the downward pressure on the world economy continues to intensify, the reform layout of state-owned enterprises has obviously accelerated. Driven by supply-side reforms such as deproduction capacity, overcapacity areas such as coal, steel, building materials, Non-ferrous metals will be the focus of state-owned enterprise reform. This paper takes Z Company of nonferrous metal industry as the research object, through adopting interview method, consulting literature method, combining theory with empirical method, Based on the analysis of the current salary management system of Z Company, this paper explores the problems in the course of the company's salary system running in the past ten years, and combines the internal and external environment of the company with the compensation theory basis and the internal and external environment of the company. This paper optimizes the position performance salary system of Z Company, and finally designs the salary system which is in line with the current situation of the company and supports the development strategy of the enterprise. At the same time, it is hoped that it is of practical reference significance to explore the salary culture and compensation system suitable for China's national conditions for the state-owned enterprises in the nonferrous industry.
【学位授予单位】：宁夏大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.32

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