无锡A公司薪酬体系研究

发布时间：2018-01-30 21:07

本文关键词： 薪酬体系人力资本岗位评估绩效考核　出处：《苏州大学》2013年硕士论文　论文类型：学位论文

【摘要】：20世纪90年代以来，中国民营企业迅速发展。其中一个重要原因就是，与国有企业相比，民营企业具有相对灵活的薪酬制度。这种灵活一方面意味着企业的薪酬体系与市场变化相适应；但另一方面，也隐含着较大的随意性。实践证明，企业能够建立与之相适应的薪酬体系，其生存能力就旺盛；反之，企业就会陷入员工工作效率低下的不利环境。因此，对薪酬体系进行实时审视，把握薪酬制度并在必要时作相应调整，是中国民营企业可持续发展的必然要求。本文以无锡A公司的薪酬体系为研究对象，首先阐述了相关的研究理论和方法，然后简要介绍了A公司以及A公司薪酬体系现状，通过对A公司现行薪酬体系满意度进行问卷调查，，数据分析，诊断出A公司薪酬体系存在的问题，最后通过分析问题产生的原因进行对症下药，提出改善A公司薪酬体系的有效方法和对策。
[Abstract]:Since 1990s, private enterprises in China have developed rapidly. One of the important reasons is that compared with state-owned enterprises. Private enterprises have a relatively flexible compensation system. This flexibility on the one hand means that the enterprise compensation system and market changes adapt; But on the other hand, there is also a great deal of arbitrariness. Practice has proved that if an enterprise can set up a corresponding salary system, its survival ability will be strong. On the contrary, the enterprise will fall into the unfavorable environment of low work efficiency. Therefore, the salary system should be reviewed in real time, and the compensation system should be adjusted accordingly. It is an inevitable requirement for the sustainable development of private enterprises in China. This paper takes the compensation system of Wuxi A Company as the research object, first expounds the relevant research theory and methods, then briefly introduces the status quo of the compensation system of A Company and A Company. Through the questionnaire survey and data analysis on the satisfaction of the current compensation system of Company A, the problems in the compensation system of Company A are diagnosed. Finally, the causes of the problems are analyzed and the right remedy is given. Put forward the effective method and countermeasure to improve A company's salary system.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.471

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