基于布朗德战略导向的HL建筑工程公司薪酬体系设计

发布时间：2018-01-15 19:29

本文关键词：基于布朗德战略导向的HL建筑工程公司薪酬体系设计　出处：《云南师范大学》2013年硕士论文　论文类型：学位论文

【摘要】：二十一世纪是人力资源竞争的时代，人力资源是企业保持竞争优势的关键，，人才决定企业的成败。如何建立一套行之有效的薪酬体系来吸引人才、留住人才，是摆在企业面前的重要难题。在现代企业管理中，薪酬体系不再只是企业的一种制度，而是成为推动企业战略目标实现的强有力工具。战略导向的薪酬体系具有较强的激励作用，能够使员工的利益与企业的利益相统一，为企业的长期发展战略提供人才支持。由于我国建筑施工行业总体呈现出“僧多粥少”的局面，HL公司要想在夹缝中生存与发展，就需要快速形成一支“叫得想打得赢”的过硬人才队伍，而这么一支队伍的形成依赖于科学合理且人性化的薪酬管理体系。基于此，本文以HL建筑工程公司为例，在明确战略导向薪酬体系设计的指导思想、基本原则和注意事项的基础上，参考布朗德战略导向的结构化薪酬设计流程，按照薪酬战略制定、薪酬策略选择、薪酬计划安排、薪酬设计和薪酬动态管理五个步骤设计战略导向薪酬体系，并从畅通循环沟通渠道、关注员工成长与发展、设立薪酬改革实施团队、优化绩效考核、完善薪酬体系的监督制度五个方面提出了促进HL建筑工程公司薪酬体系实施的保障措施。通过将企业战略与薪酬体系相融合，使薪酬体系更好地服务于企业战略，从而提升企业竞争力和行业地位，最终实现企业和员工双赢的局面。
[Abstract]:21th century is the era of human resources competition, human resources is the key to maintain competitive advantage, talent determines the success or failure of the enterprise. How to establish an effective compensation system to attract and retain talent. In modern enterprise management, salary system is no longer just an enterprise system. Instead, it becomes a powerful tool to promote the realization of enterprise strategic goals. The strategic oriented salary system has a strong incentive role, which can make the interests of employees and the interests of enterprises unified. For the long-term development strategy of the enterprise to provide talent support. As the construction industry in our country generally presents the situation of "more than the demand for less", the HL company wants to survive and develop in the gap. It is necessary to quickly form a strong talent team called "want to win", and the formation of such a team depends on a scientific, reasonable and humanized salary management system. Based on this, this paper takes HL Construction Engineering Company as an example, on the basis of defining the guiding ideology, basic principles and matters needing attention of the design of the strategic oriented compensation system. Referring to the structured salary design process of Browder strategic direction, according to the salary strategy formulation, compensation strategy selection, salary plan arrangement, compensation design and compensation dynamic management five steps to design the strategic oriented compensation system. And from the smooth circulation of communication channels, pay attention to staff growth and development, set up pay reform implementation team, optimize performance appraisal. Five aspects of improving the supervision system of compensation system proposed to promote the implementation of the compensation system of HL construction engineering company, through the integration of corporate strategy and compensation system. Make the salary system serve the enterprise strategy better, thus enhance the competitiveness of the enterprise and the position of the industry, and finally realize the win-win situation between the enterprise and the staff.
【学位授予单位】：云南师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.92;F272.92

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