基于IPD模式的ZZS公司薪酬与绩效管理机制设计

发布时间：2018-05-18 02:43

本文选题：IPD + 薪酬　；参考：《湖南工业大学》2017年硕士论文

【摘要】：企业的生存和发展需要积极适应市场变化和需求,不断提高产品竞争力,IPD管理模式能有效地应对市场的需求,在实施IPD管理模式变革的背景下,人力资源管理就需要研究与之配套的薪酬与绩效管理机制,牵引员工主动迎合组织机构的变革,并通过“学习型组织”、“成事为先”等优秀文化来融合,形成合力,从而助推变革的成功与组织绩效的提升。本文通过对ZZS公司现有的纵向职能管控结构的薪酬与绩效管理现状研究发现,ZZS公司薪酬与绩效管理现状可以归纳为:无论组织还是个人每年均会制定年度绩效协议,绩效指标层层分解,各部门的组织绩效指标独立性较强,各部门由公司决策层负责考核,部门员工由部门负责人考核,考核结果皆应用于薪酬应用中,同时也会与职业发展、培训、职务等挂钩,但自引入IPD管理模式之后,并未对现有的薪酬与绩效管理模式做出任何改变,对于IPD团队成员来说,增加IPD模式无非就是多了一种组织形态、多了一个分配工作任务的领导,因此,本文基于IPD模式的管理特点研究及薪酬绩效理论进行分析,结合对ZZS公司的薪酬与绩效管理现状研究,通过应用薪酬理论、绩效理论及结合组织行为学中的团队理论、激励理论和管理经济学中的机会成本、帕累托改进理论等思想,对基于IPD模式的薪酬与绩效管理机制进行有效设计。
[Abstract]:The survival and development of enterprises need to actively adapt to market changes and needs, and constantly improve the competitiveness of products. IPD-based management model can effectively respond to market demand. Under the background of implementing the reform of IPD management mode, Human resources management needs to study the corresponding compensation and performance management mechanism, lead employees to actively cater to the organizational changes, and through "learning organization", "success first" and other excellent culture to integrate, form a joint force. So as to promote the success of change and organizational performance. Through the research on the status quo of compensation and performance management of ZZS's vertical function control structure, this paper finds that the present situation of compensation and performance management can be summarized as follows: both organizations and individuals make annual performance agreements every year. The performance indicators are decomposed layer by layer, the organizational performance indicators of each department are independent, each department is assessed by the decision-making level of the company, and the staff of the department is assessed by the department head. The results of the appraisal are applied in the application of salary, and at the same time, the evaluation results are also applied to the career development. Training, jobs, etc., but since the introduction of IPD management mode, has not made any changes to the existing compensation and performance management model, for IPD team members, adding the IPD model is nothing more than an organizational form, Therefore, based on the management characteristics of IPD model and salary performance theory analysis, combined with the current situation of compensation and performance management of ZZS company, through the application of compensation theory, Performance theory, combined with team theory in organizational behavior, opportunity cost in incentive theory and management economics, and Pareto improvement theory, are used to effectively design the compensation and performance management mechanism based on IPD model.
【学位授予单位】：湖南工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F279.26

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