山东嘉瑞公司员工薪酬激励体系优化方案研究

发布时间：2018-01-26 20:07

本文关键词： 山东嘉瑞公司薪酬激励体系绩效考核保障措施　出处：《西北大学》2013年硕士论文　论文类型：学位论文

【摘要】：经济全球化使得人才流动日趋加快,企业在人才方面的竞争也更加激烈。尤其是面对中国当前劳动力成本日趋上涨、资源环境压力日益加大、以及国内外经济景气指数增长乏力情况下,企业如何吸引和留住人才,通过资源整合、充分发挥人力资本的作用成为提升企业竞争力的重要的途径之一。因此,构建既富有企业特色、又能够充分凝聚其竞争力的薪酬激励体系来不断“筑巢引凤”,进而提升企业的综合竞争力就尤为重要。本文运用激励理论、全面薪酬理论等有关理论,主要采用文献资料调查法、问卷调查与访谈相结合的方法和比较分析法,着重就山东嘉瑞公司员工薪酬激励体系优化问题来进行研究,其主要思路是：首先梳理有关企业薪酬激励的先行文献,主要通过对相关概念(如薪酬激励)等进行科学界定、同时对国内外薪酬激励体系文献进行梳理；其次,着重对山东嘉瑞公司员工薪酬激励体系现状及存在问题分析进行阐述,主要从公司概述、公司员工薪酬激励体系现状、公司员工薪酬激励体系存在的问题、公司员工薪酬激励体系存在问题的原因分析；再次,着重对山东嘉瑞公司员工薪酬激励体系优化方案设计,主要从薪酬激励体系优化方案设计原则、思路和目标,以及薪酬激励体系优化方案设计内容提出建议；最后,主要从通过宣传培训和双向沟通,强化企业文化建设；争取管理层的理解和支持、推进全员竞争上岗；构建薪酬管理委员会、明确考核职责；健全薪酬体系保障制度、增强执行效力等方面来保障山东嘉瑞公司薪酬激励体系方案的顺利实施。总之,本文研究结论具有一定的实践意义,不仅为山东嘉瑞公司的薪酬激励体系提供可操作的建议,同时也有助于为其他企业提供一定的借鉴。
[Abstract]:Economic globalization accelerates the flow of talents, and the competition of enterprises in the field of talents is becoming more fierce. Especially in the face of the rising labor costs in China, the pressure of resources and environment is increasing day by day. And domestic and foreign economic climate index growth is weak, how enterprises attract and retain talent, through the integration of resources, fully play the role of human capital is one of the important ways to enhance the competitiveness of enterprises. It is particularly important to construct a salary incentive system which is rich in enterprise characteristics and can fully agglomerate its competitiveness to "build a nest and attract the Phoenix", and then to enhance the comprehensive competitiveness of enterprises. In this paper, incentive theory, total pay theory and other related theories, mainly using the literature survey method, questionnaire survey and interviews combined with the method and comparative analysis. Focus on the Shandong Jiarui Company staff compensation incentive system optimization to study, its main ideas are: first of all, comb the enterprise compensation incentive literature. Mainly through the related concepts (such as salary incentive) to carry on the scientific definition, simultaneously carries on the comb to the domestic and foreign compensation incentive system literature; Secondly, focus on the Shandong Jiarui Company employee compensation incentive system status quo and existing problems analysis, mainly from the company overview, the company employee compensation incentive system status. The problems existing in the salary incentive system of the company's employees and the reasons for the problems in the compensation incentive system of the company's employees; Thirdly, focus on the Shandong Jiarui Company staff compensation incentive system optimization scheme design, mainly from the salary incentive system optimization design principles, ideas and objectives. As well as salary incentive system optimization scheme design content puts forward the proposal; Finally, mainly from the propaganda training and two-way communication, strengthen the construction of corporate culture; To win the understanding and support of the management to promote the competition of all staff; Set up the compensation management committee and define the duty of assessment; Improve the compensation system security system, enhance the effectiveness of the implementation of Shandong Jiari compensation incentive system to ensure the smooth implementation. In a word, the conclusion of this paper has some practical significance, not only to provide operational suggestions for the compensation incentive system of Shandong Jiarui Company, but also to provide some reference for other enterprises.
【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

【参考文献】