振兴房地产公司薪酬管理优化分析

发布时间：2018-03-30 04:02

本文选题：优化分析　切入点：薪酬体系　出处：《西北农林科技大学》2017年硕士论文

【摘要】：房地产行业在过去十几年的发展中,一直处于高收益型行业,但借助于改进房地产企业的管理水平,从而通过提升企业品质来获的更高利润的能力明显不足。这充分说明房地产企业有“重经营、轻管理”的现象存在,商业经营方面的模式不够成熟。在薪酬管理方面,更是无经验可以借鉴,房地产行业的薪酬体系架构既不成熟也不完善。本文以振兴房地产开发公司现有的薪酬制度为出发点,在文献综述及实地调研基础上,借鉴人力资源管理及薪酬管理相关理论,结合行业趋势以及振兴房地产企业的发展战略,分析本企业现有薪酬体系的优缺点,尝试建立新的薪酬管理体系,形成一套科学的企业管理体系,并付诸实践。文章分五个方面阐述,一是介绍本文的研究目的等内容;二是叙述薪酬优化设计的相关理论;三是分析振兴房地产公司薪酬体系现状;第四部分提出新的振兴房地产企业的薪酬体系方案;五是论述制度保障措施。新的薪酬体系明确了薪酬的策略,对薪酬总额的确定明确了原则,针对不同的岗位,采用不同的方案,加强了薪酬制度的激励因素。本文主要研究结论为:进一步认识明确了薪酬体系对人才进行有效监管的重要性,能够对振兴房地产企业的员工产生非常大的激励作用,一方面能够提高振兴房地产企业的生产效率,另外还能够对振兴房地产公司的可持续发展产生一定的作用;二是目前房地产行业经过发展,他们的管理模式逐步由粗放型向精细化经营转变,人才的充分储备将是公司未来发展的核心因素;三是薪酬体系建立的目的是为了保证公司利益和员工利益最大化的有机统一,又能够与公司的战略目标一致;四是薪酬体系不是一成不变的,必然随社会经济的发展而灵活变化。
[Abstract]:The real estate industry has been in a high-income industry in the past decade, but with the help of improving the management level of real estate enterprises, Thus, the ability to gain higher profits by improving the quality of the enterprise is obviously insufficient. This fully shows that the real estate enterprises have the phenomenon of "putting more emphasis on management than on management", and that the mode of business operation is not mature enough. In terms of salary management, There is no experience to learn from, the real estate industry salary system structure is neither mature nor perfect. This paper, based on the literature review and field research, takes the existing compensation system of the real estate development company as the starting point. Referring to the theories of human resource management and salary management, combining with the industry trend and the development strategy of revitalizing the real estate enterprises, this paper analyzes the advantages and disadvantages of the existing compensation system of this enterprise, and tries to establish a new salary management system. Form a set of scientific enterprise management system and put it into practice. The article is divided into five aspects: one is to introduce the purpose of this paper, the other is to describe the relevant theory of salary optimization design. Third, it analyzes the current situation of the salary system of revitalizing the real estate company; the fourth part puts forward the new plan of the salary system for the revitalization of the real estate enterprise; fifth, it discusses the safeguard measures of the system. The new compensation system clarifies the strategy of the compensation. The principle of determining the total amount of remuneration is clear, and different programs are adopted for different positions. The main conclusions of this paper are as follows: further understanding the importance of effective supervision of talent in the compensation system can give a great incentive to the staff of revitalizing real estate enterprises. On the one hand, it can improve the production efficiency of revitalizing real estate enterprises, on the other hand, it can also play a certain role in revitalizing the sustainable development of real estate companies; second, the current real estate industry has been developed. Their management mode is gradually changing from extensive management to fine management, and the sufficient reserve of talents will be the core factor for the future development of the company; third, the purpose of establishing the compensation system is to ensure the organic unity of maximizing the interests of the company and the employees. Fourth, the salary system is not fixed and must change flexibly with the development of social economy.
【学位授予单位】：西北农林科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F299.233.4

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