LX有限公司薪酬体系优化设计研究
发布时间：2018-07-29 15:20
【摘要】：随着我国经济下行压力持续加大,企业发展面临着来自国际经济形势、国内同行业竞争及人力资源成本上升等多方面的压力,越来越多的企业对加强和优化内部管理更加重视。国内许多企业由于历史沿革、发展的稳定和抗风险能力等方面的缺陷,以往陈旧的薪酬管理制度跟现代企业人力资源的发展存在了鸿沟。所以,需要利用现代科学性的薪酬管理理论以及方案去改变企业的薪酬体系,这样企业才能顺应时代的发展而逐渐壮大。本文将LX有限公司的薪酬体系作为分析对象,通过搜集和阅读了一系列的薪酬体系相关理论,接着参考大量跟薪酬管理相关的资料,结合LX有限公司经营战略以及薪酬战略,试图通过调查访谈、定量分析等方法,去研究和了解LX有限公司人力资源现状及薪酬体系。系统总结并分析了LX有限公司现行薪酬体系结构不合理、缺乏有效激励机制、公平性、岗位匹配性及吸引力欠缺等问题,造成员工积极性和主动性下降,难以满足公司战略发展的需求,同时在人力资源管理和经营管理工作都带来了阻碍。基于此,现代薪酬管理理论贯穿于整个文章,通过分析LX有限公司发展的实际情况,确定采取薪酬水平高于市场平均水平的领先型薪酬策略,结合公司内外部市场环境,借助工作分析、岗位价值评估以及绩效考核指标体系建立的过程,通过外部薪酬调查,将LX有限公司不同类型岗位的薪酬水平进行确立,建立了绩效与岗位薪酬结合的模式,对不同岗位类别员工薪酬方案进行改进优化,设计了一套具有实用意义的适合LX有限公司当前发展情况的薪酬体系,这样做的目标是对我国中小企业尤其是化工企业解决薪酬管理中出现的问题,保持企业科学发展提供有效的方案。
[Abstract]:With the increasing downward pressure of China's economy, the development of enterprises is facing the pressure from the international economic situation, domestic competition in the same industry and rising human resource costs, more and more enterprises pay more attention to strengthening and optimizing internal management. Due to the defects of historical evolution, stability of development and ability to resist risks, many domestic enterprises have a gap between the old salary management system and the development of human resources in modern enterprises. Therefore, we need to use the modern scientific salary management theory and plan to change the compensation system of enterprises, so that enterprises can adapt to the development of the times and gradually expand. This paper takes the compensation system of LX Co. Ltd as the object of analysis, through collecting and reading a series of relevant theories of compensation system, then referring to a large number of information related to compensation management, combining with the management strategy and compensation strategy of LX Co., Ltd. This paper attempts to study and understand the present situation of human resources and compensation system of LX Co., Ltd by means of investigation and interview, quantitative analysis and so on. This paper systematically summarizes and analyzes the current salary system structure of LX Co., Ltd., such as unreasonable structure, lack of effective incentive mechanism, fairness, lack of job matching and attraction, which results in the decrease of staff enthusiasm and initiative. It is difficult to meet the needs of the strategic development of the company, at the same time in the human resources management and management work has brought obstacles. Based on this, the modern salary management theory runs through the whole article. By analyzing the actual situation of LX Co., Ltd, it is determined to adopt the leading salary strategy with higher compensation level than the average market level, combined with the internal and external market environment of the company. With the help of job analysis, job value evaluation and the process of establishing performance appraisal index system, through the external salary survey, the compensation level of different types of posts in LX Co., Ltd is established, and the model of combining performance and post compensation is established. By improving and optimizing the compensation scheme of different types of employees, the paper designs a set of compensation system suitable for the current development of LX Co., Ltd., which has practical significance. The aim of this is to provide an effective scheme for the small and medium-sized enterprises in China, especially the chemical enterprises, to solve the problems in salary management and to maintain the scientific development of the enterprises.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.92
[Abstract]:With the increasing downward pressure of China's economy, the development of enterprises is facing the pressure from the international economic situation, domestic competition in the same industry and rising human resource costs, more and more enterprises pay more attention to strengthening and optimizing internal management. Due to the defects of historical evolution, stability of development and ability to resist risks, many domestic enterprises have a gap between the old salary management system and the development of human resources in modern enterprises. Therefore, we need to use the modern scientific salary management theory and plan to change the compensation system of enterprises, so that enterprises can adapt to the development of the times and gradually expand. This paper takes the compensation system of LX Co. Ltd as the object of analysis, through collecting and reading a series of relevant theories of compensation system, then referring to a large number of information related to compensation management, combining with the management strategy and compensation strategy of LX Co., Ltd. This paper attempts to study and understand the present situation of human resources and compensation system of LX Co., Ltd by means of investigation and interview, quantitative analysis and so on. This paper systematically summarizes and analyzes the current salary system structure of LX Co., Ltd., such as unreasonable structure, lack of effective incentive mechanism, fairness, lack of job matching and attraction, which results in the decrease of staff enthusiasm and initiative. It is difficult to meet the needs of the strategic development of the company, at the same time in the human resources management and management work has brought obstacles. Based on this, the modern salary management theory runs through the whole article. By analyzing the actual situation of LX Co., Ltd, it is determined to adopt the leading salary strategy with higher compensation level than the average market level, combined with the internal and external market environment of the company. With the help of job analysis, job value evaluation and the process of establishing performance appraisal index system, through the external salary survey, the compensation level of different types of posts in LX Co., Ltd is established, and the model of combining performance and post compensation is established. By improving and optimizing the compensation scheme of different types of employees, the paper designs a set of compensation system suitable for the current development of LX Co., Ltd., which has practical significance. The aim of this is to provide an effective scheme for the small and medium-sized enterprises in China, especially the chemical enterprises, to solve the problems in salary management and to maintain the scientific development of the enterprises.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.92
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