青岛海尔集团中层管理者薪酬体系研究

发布时间：2018-01-10 06:23

本文关键词：青岛海尔集团中层管理者薪酬体系研究　出处：《西北大学》2013年硕士论文　论文类型：学位论文

【摘要】：青岛海尔集团是一个具有悠久发展历史的组织。由创业之初的资不抵债,甚至濒临倒闭的集体小厂状态,发展壮大成为当今全球最大的家电厂商的一员。用户的需求始终是海尔集团持续健康发展及其创新所坚持的核心。青岛海尔作为一个世界品牌,其集团涵盖了全球员工近八万名,用户遍及世界上百个国家与地区,仅2011年的有关数据统计表明,海尔集团营业额己高达一千五百多亿。当今时代,全球知识经济一体化趋势迅猛发展,薪酬管理正在成为企业能够良好生存和发展的一个重要标准。因此,如何制定科学合理的适合企业发展战略和长远目标的薪酬规划,保证企业在支付合理薪酬成本的基础上,获得充足的人力资源供给,是青岛海尔集团及其它企业所必须解决的重大问题,也是本文所研究的核心内容。本文由六个部分构成,第一部分导论,阐述选题背景、意义、研究对象和方法、思路框架及贡献；薪酬理论及构成概述,薪酬体系实际的理论依据、程序、原则及方法等构成第二部分；第三章是青岛海尔集团中层管理者薪酬的现状分析,致力于查找薪酬发展的不足之处,研究其出现的原因等；第四部分是对海尔集团中层管理者的薪酬体系进一步完善的设想,以及设计海尔集团中层管理者的薪酬体系所坚持的思路、原则,并从合理的实施方案方面进行研究与分析；第五章则对如何完善海尔集团中层管理者薪酬体系的方案进行具体实施和相关保障措施的讨论；第六部分是全文的结论,主要阐述海尔集团中层管理者薪酬体系中有待进一步研究的问题,并对其进行分析和探讨。本文主要以人力资源规划中薪酬、薪酬设计理论体系为依据,围绕青岛海尔集团战略发展目标,针对其中层管理者薪酬规划现状,提出了规划思路、原则、总体方案。主要贡献为：一是研究海尔集团中层管理者的薪酬体系的现状,分析其存在的主要问题,以及这些问题的解决给海尔集团和其他类似企业所带来的现实意义；二是对海尔集团中层管理者薪酬体系的研究,旨在设计出合理、有效的改进与完善方案,为海尔集团的发展提供有力的基础与依靠等。
[Abstract]:Qingdao Haier Group is an organization with a long history of development. The customer's demand is the core of Haier Group's sustained and healthy development and innovation. Qingdao Haier is a world brand. Its group covers nearly 80,000 employees in the world and its users are all over hundreds of countries and regions in the world. In 2011, the relevant statistics show that the turnover of Haier Group has reached more than 150 billion. With the rapid development of global knowledge economy integration, salary management is becoming an important standard for enterprises to survive and develop well. How to formulate a scientific and reasonable salary plan suitable for the development strategy and long-term goal of the enterprise to ensure that the enterprise can obtain sufficient human resource supply on the basis of paying reasonable salary cost. Qingdao Haier Group and other enterprises must solve major problems, is also the core of this study. This paper is composed of six parts. The first part is introduction, which describes the background, significance, research object and method, frame of thought and contribution; The second part is the summary of salary theory and composition, the theoretical basis, procedure, principle and method of compensation system. The third chapter is the Qingdao Haier group middle-level manager salary present situation analysis, devotes to look for the compensation development the insufficiency, studies its appearance reason and so on; The 4th part is to the Haier group middle manager's salary system further consummates the assumption, as well as the design Haier group middle manager's salary system persisted in the thought, the principle. And carries on the research and the analysis from the reasonable implementation plan aspect; Chapter 5th discusses how to improve the compensation system of mid-level managers of Haier Group. The 6th part is the conclusion of the full text, mainly expounds the problem which needs further research in Haier Group middle manager compensation system, and carries on the analysis and the discussion to it. Based on the theoretical system of compensation and compensation design in human resource planning, this paper puts forward the planning ideas and principles according to the status quo of compensation planning for middle managers of Qingdao Haier Group. The main contributions are as follows: first, the status quo of the compensation system of mid-level managers of Haier Group is studied, and the main problems are analyzed. And the solution of these problems to Haier Group and other similar enterprises bring practical significance; The second is to study the compensation system of mid-level managers of Haier Group, in order to design reasonable, effective improvement and perfect scheme, to provide a strong foundation and reliance for the development of Haier Group.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.82

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