民办高校教师宽带薪酬体系设计
发布时间：2018-09-07 16:37
【摘要】：人力资源管理是当今组织管理中关键,它关系着组织者生存与发展,也是组织提升核心竞争力的第一资源。人力资源管理包括了六大板块,其中薪酬管理是人力资源管理中的难点也是员工关心的重点内容。如何通过科学的薪酬管理来吸引员工,留住员工,激发员工的工作积极性和创新能力,是现代组织需要重视的问题。随着经济的发展,人才成为当代组织的核心竞争力。而对于民办高校,对于高学历高素质高技能型的人才需求更是迫切,如何提升民办高校的办学质量与办学条件,就必须通过完善薪酬体系来吸引、留住和激发员工。本文主要以民办DH职业学院为例,以现代人力资源管理理念为指导方向,提出现今民办高校薪酬管理过程中的不足以及薪酬制度存在的问题。通过对现有传统的薪酬制度的阐述与剖析,进行相应的调研的基础以上,将一种新型的薪酬管理体系引入其中即宽带薪酬体系。利用现代科学的设计原则与设计程序,结合学院的战略规划去确定薪酬战略,对学院薪酬管理现状进行调研分析,以岗位评估与分析为基础细分岗位职系,结合宽带薪酬体系的设计原则、步骤和方法,来建立民办DH职业学院的宽带薪酬体系,从而真正的体现宽带薪酬体系中“宽”的薪酬层次和区间,将同一层次的薪酬值拉大差距,以绩效和能力来决定薪酬的多少。与此同时,为了确保薪酬体系的可行性和适应性,对宽带薪酬体系的优点和不足进行了评价,并提出了保障措施。笔者希望通过对民办DH职业学院的薪酬管理研究,更好的把宽带薪酬的理念运用于高校教师的薪酬体系的建设中,能结合民办高校的现状,设计一套适宜学院战略发展的宽带薪酬体系去解决实际薪酬管理中存在的诸多问题。对于其它民办高校薪酬方案设计和薪酬管理有重要的借鉴作用,对国内其他公办高校也具有一定指导意义。
[Abstract]:Human resource management is the key of organization management nowadays. It relates to the survival and development of organizers and is also the first resource to enhance the core competitiveness of organizations. Human resource management includes six major sections, in which salary management is the difficult point in human resource management and the focus of staff concern. How to attract and retain employees through scientific salary management and stimulate their work enthusiasm and innovation ability is a problem that should be paid more attention to in modern organizations. With the development of economy, talents become the core competitiveness of contemporary organizations. For the private colleges and universities, it is urgent to have high-quality and skilled talents. How to improve the quality and conditions of running a private university must be improved to attract, retain and motivate the staff through the improvement of the salary system. This article mainly takes the private DH vocational college as an example, takes the modern human resources management idea as the instruction direction, points out the deficiency in the salary management process of the private colleges and universities and the problems existing in the compensation system. Based on the exposition and analysis of the existing traditional salary system, a new salary management system is introduced into it, that is, the broadband compensation system. By using the modern scientific design principles and design procedures, combining the strategic planning of the college to determine the salary strategy, the present situation of the college salary management is investigated and analyzed, and the post grade is subdivided based on the post evaluation and analysis. Combining with the design principles, steps and methods of broadband compensation system, this paper establishes the broadband salary system of private DH vocational college, so as to truly embody the "wide" salary level and range in the broadband compensation system. Widen the gap between pay values at the same level and determine how much pay is based on performance and ability. At the same time, in order to ensure the feasibility and adaptability of the compensation system, the advantages and disadvantages of the broadband compensation system are evaluated, and the safeguard measures are put forward. The author hopes that through the research on the salary management of the private DH vocational college, we can better apply the idea of broadband salary to the construction of the salary system of university teachers, and combine the present situation of the private college. Design a set of broadband compensation system suitable for college strategic development to solve many problems in actual salary management. It can be used as a reference for other private colleges and universities in the design and management of compensation, and also has certain guiding significance for other public colleges and universities in China.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G717
本文编号：2228814
[Abstract]:Human resource management is the key of organization management nowadays. It relates to the survival and development of organizers and is also the first resource to enhance the core competitiveness of organizations. Human resource management includes six major sections, in which salary management is the difficult point in human resource management and the focus of staff concern. How to attract and retain employees through scientific salary management and stimulate their work enthusiasm and innovation ability is a problem that should be paid more attention to in modern organizations. With the development of economy, talents become the core competitiveness of contemporary organizations. For the private colleges and universities, it is urgent to have high-quality and skilled talents. How to improve the quality and conditions of running a private university must be improved to attract, retain and motivate the staff through the improvement of the salary system. This article mainly takes the private DH vocational college as an example, takes the modern human resources management idea as the instruction direction, points out the deficiency in the salary management process of the private colleges and universities and the problems existing in the compensation system. Based on the exposition and analysis of the existing traditional salary system, a new salary management system is introduced into it, that is, the broadband compensation system. By using the modern scientific design principles and design procedures, combining the strategic planning of the college to determine the salary strategy, the present situation of the college salary management is investigated and analyzed, and the post grade is subdivided based on the post evaluation and analysis. Combining with the design principles, steps and methods of broadband compensation system, this paper establishes the broadband salary system of private DH vocational college, so as to truly embody the "wide" salary level and range in the broadband compensation system. Widen the gap between pay values at the same level and determine how much pay is based on performance and ability. At the same time, in order to ensure the feasibility and adaptability of the compensation system, the advantages and disadvantages of the broadband compensation system are evaluated, and the safeguard measures are put forward. The author hopes that through the research on the salary management of the private DH vocational college, we can better apply the idea of broadband salary to the construction of the salary system of university teachers, and combine the present situation of the private college. Design a set of broadband compensation system suitable for college strategic development to solve many problems in actual salary management. It can be used as a reference for other private colleges and universities in the design and management of compensation, and also has certain guiding significance for other public colleges and universities in China.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G717
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