HF控制公司薪酬体系优化设计

发布时间：2018-01-20 04:35

本文关键词： 岗位评价薪酬体系优化设计岗位绩效工资制　出处：《华中科技大学》2013年硕士论文　论文类型：学位论文

【摘要】：HF控制公司是一家国有独资企业，长期从事机电产品的生产制造，在经济全球化浪潮的冲击下，公司领导于2005年提出“产研并重，厂所合一”的发展战略目标，要将HF公司从单一的生产制造型企业转为研制开发和生产制造并重的厂所合一型公司。经过7年的努力，HF控制公司逐渐成长为集设计开发与生产制造为一体的高科技公司，但在现行分配中，仍然沿用多年计划经济体制下的生产制造企业的分配模式，员工的薪酬竞争性、激励性和公平性还存在着不足，不利于发挥员工特别是技术人员的积极性，技术创新还不能满足HF控制公司的快速发展需要，影响和阻碍了公司的快速发展。因此企业薪酬体系的革新和提升显得非常迫切和必要。在此背景下，本文主要研究公司薪酬分配存在的问题，主要采用现行资料收集、员工访谈、行业资料收集、问卷调查等方法进行调查研究，，重点对公司的薪酬分配现状进行分析诊断，找出存在的不足，制定了解决这些不足的思路和方法。在绩效管理和薪酬管理相关理论的指导下，采取了多种分析方法和分析工具对所收集的信息、数据进行分析并结合岗位评测的基本原理，对公司现有290个工作岗位进行价值评估，使每个岗位的价值通过统一量化的数据表现出来，并根据公司人力资源实际情况，在原有薪酬管理体系的基础上，成功优化设计出了一套完整的以岗位绩效工资制为主的薪酬管理体系。经过实际运行，该管理体系得到员工的好评和认可，为完善公司的内部管理和实现战略目标提供了有力支持。
[Abstract]:HF control company is a wholly state-owned enterprise, engaged in the production and manufacture of mechanical and electrical products for a long time. Under the impact of economic globalization, the company leader put forward in 2005 "equal emphasis on production and research." The development strategic goal of "the integration of factory and institute" is to change HF company from a single manufacturing enterprise to a one-in-one company with equal emphasis on research and development and production and manufacturing. After seven years of hard work. HF control company has gradually grown into a high-tech company which integrates design, development and production and manufacturing, but in the current distribution, it still follows the distribution mode of manufacturing enterprises under the planned economic system for many years. Employees' compensation competitiveness, incentive and fairness are still insufficient, which is not conducive to giving full play to the enthusiasm of employees, especially technical staff, and technological innovation can not meet the needs of HF control company's rapid development. It affects and hinders the rapid development of the company, so the innovation and promotion of the enterprise compensation system is very urgent and necessary. Under this background, this paper mainly studies the existing problems of the company's salary distribution, mainly using the current data collection, employee interviews, industry data collection, questionnaire survey and other methods to carry out investigation and research. Focus on the analysis and diagnosis of the current situation of the company's salary distribution, to find out the shortcomings, to develop solutions to these deficiencies, under the guidance of performance management and compensation management theory. Adopt many kinds of analysis methods and analysis tools to collect the information, data analysis and combined with the basic principles of job evaluation, the company's existing 290 jobs for value evaluation. So that the value of each position through the unified quantitative data, and according to the actual situation of human resources in the company, on the basis of the original salary management system. A complete salary management system based on the post performance wage system has been successfully designed and optimized. After the actual operation, the management system has been praised and recognized by the staff. To improve the company's internal management and achieve strategic objectives to provide strong support.
【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.4;F272.92

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