中层管理者薪酬激励方案研究

发布时间：2018-08-19 17:39

【摘要】：企业的中层管理者是位于企业的高层管理人员和基层管理人员之间的若干层次,他们是高层管理者和基层管理人员之间的纽带,是企业管理团队的重要组成部分。随着企业发展阶段的深入,不断对原有的薪酬体系进行调整和改进,对于企业在激励的市场竞争中持续获取竞争优势显得十分重要。如何更好的吸引、留住优秀的人力资源队伍,这就需要在改进和完善薪酬制度方面下功夫。现代薪酬体系的设计逐渐倾向于宽带薪酬体系、绩效薪酬体系,薪酬体系的设计更富有创造性和灵活性,也更能够调动企业员工的积极性和主动性。所以,正确认识中层管理者的战略地位,逐步改进和完善中层管理者的薪酬管理体系是必要的。本文对Z公司中层管理者薪酬管理体系的改进运用了文献研究法、问卷调查法、访谈法等方法,本文首先阐述了选择本题目的原由、研究的目标、研究的理论意义和现实意义、以及研究的内容和研究方法等内容,在此基础上介绍了企业薪酬体系改进的基本理论和方法,为薪酬管理体系的改进奠定了理论基础。然后剖析了目前Z公司中层管理者薪酬体系的满意度状况,着重分析了薪酬体系存在的问题,包括薪酬激励模式与企业的战略不匹配、薪酬考核制度的激励性不足、薪酬体系中长期激励手段不足、薪酬水平灵活性不够。最后,针对Z公司的实际情况,提出了薪酬管理体系改进的建议,并提出若干薪酬管理体系改进的保障措施,具体包括获得制度规范保障、沟通机制保障、人力资源保障三个方面的内容。其中,对工作分析和岗位评价参考“因素记点评分法”和“海氏三要素评分法”来进行。希望通过本文的研究,对于Z公司相关制度制定者制定中层管理者的薪酬管理体系有一定的指导意义。
[Abstract]:The middle managers of enterprises are some levels between the senior managers and the grass-roots managers. They are the link between the top managers and the grass-roots managers and the important part of the enterprise management team. With the deepening of the enterprise development stage, it is very important for enterprises to continuously acquire competitive advantage in the market competition by adjusting and improving the original salary system. How to better attract and retain the excellent human resources team, it is necessary to improve and improve the compensation system. The design of modern compensation system tends to be more creative and flexible in the design of broadband compensation system, performance compensation system and compensation system, and it can also mobilize the enthusiasm and initiative of the employees. Therefore, it is necessary to correctly understand the strategic position of middle managers and gradually improve and perfect the salary management system of middle managers. In this paper, the methods of literature research, questionnaire survey and interview are used to improve the salary management system of middle-level managers in Z Company. Firstly, the reasons for choosing this topic, the goal of the research, the theoretical significance and the practical significance of the research are expounded in this paper. On the basis of this, the basic theories and methods of the improvement of the compensation system of enterprises are introduced, which lays a theoretical foundation for the improvement of the salary management system. Then it analyzes the satisfaction status of the middle-level managers in Z Company, focusing on the problems existing in the compensation system, including the mismatch between the compensation incentive model and the enterprise strategy, and the lack of incentive in the salary appraisal system. The medium-long-term incentive means of compensation system is insufficient, and the flexibility of compensation level is not enough. Finally, according to the actual situation of company Z, the paper puts forward some suggestions for the improvement of compensation management system, and puts forward some safeguard measures for the improvement of compensation management system, including the guarantee of system norm and the guarantee of communication mechanism. Three aspects of human resources protection. Among them, work analysis and job evaluation reference "factor scoring method" and "Hayes three factors scoring method" to carry out. It is hoped that the research in this paper will have certain guiding significance for the establishment of salary management system of middle managers in Z Company.
【学位授予单位】：湖北工业大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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