HSY公司地质专业技术人员的薪酬管理研究

发布时间：2018-02-25 19:17

本文关键词： 薪酬管理地质专业技术人员宽带薪酬　出处：《哈尔滨工程大学》2013年硕士论文　论文类型：学位论文

【摘要】：HSY公司是一家具有独立法人资格的国家甲级勘察资质的地质勘察设计公司。它成立于1996年，隶属于H省水利勘测设计研究院（总院），并由该院出资，在该院原下属机构之一——岩土处的基础上组建起来的，该研究院成立于1956年，，是一个以水利水电为主，集勘察测绘、设计、研究、施工、监理、总承包等多种业务于一体的综合性勘测设计单位。50多年来，该院承担了H省内及省外各大江河流域、区域的水利水电开发规划，完成了百余座大中型水库、水电站的勘测和设计任务，完成了多项防洪工程的规划设计，为H省水利事业的发展做出了卓越的贡献。 HSY公司主营业务是工程地质勘察、岩土工程勘察、地下水资源开发与评价等，公司员工主要分为管理人员、地质专业技术人员和钻探工人等三种。地质专业技术人员是HSY公司的主要生产力量和技术力量，是公司的核心群体，公司每年产值的80%-90%都是他们创造的，可以说他们对公司作出了巨大贡献，但由于公司现行体制、制度等的多种原因，他们只能享受和其他非技术员工一样或不及的薪资待遇，且工资水平均低于省内外同行业技术人员市场平均水平。薪酬管理的执行效果将直接影响到公司的人力资源管理工作，并同企业的一切生产经营工作相关联。科学的薪酬管理对企业的发展具有重要的意义。薪酬管理作为企业管理的一种手段，其最终目的是建立科学高效的、具有企业特色和个性化特色的薪酬体系。薪酬管理体系的构建，能够有效调动企业各方面的积极性，吸引人才，促进企业的全面发展。本文以HSY公司地质专业技术人员的薪酬管理为例，从公司地质专业技术人员的薪酬管理现状、存在问题出发，对HSY公司地质专业技术人员薪酬管理和激励机制存在的问题进行了深入细致的分析，并运用宽带薪酬的相关理论对公司地质专业技术人员的薪酬管理体系进行了重新设计，提出了构建地质专业技术人员宽带薪酬体系的设计方案、意见和建议，为公司的可持续发展奠定了基础。
[Abstract]:HSY is a national Grade A geological survey and design company with independent legal personality. It was founded in 1996 and is part of and funded by H Provincial Research Institute for Water Conservancy Survey and Design. Established on the basis of the geotechnical branch, one of the former subordinate organs of the institute, the institute was founded in 1956. The institute is a survey, mapping, design, research, construction and supervision of water conservancy and hydropower. In the past more than 50 years, the Institute has undertaken the development planning of water conservancy and hydropower in each major river basin and region in and outside the province, and has completed more than 100 large and medium-sized reservoirs. The investigation and design of hydropower stations have completed the planning and design of many flood control projects, which have made outstanding contributions to the development of water conservancy in H province. The main business of HSY Company is engineering geological survey, geotechnical engineering survey, groundwater resources development and evaluation, etc. The staff of the company are mainly divided into management personnel. There are three kinds of geological technicians and drillers. Geological technicians are the main production force and technical force of HSY Company and the core group of the company. They create 80-90% of the company's annual output value. It can be said that they have made a great contribution to the company, but because of the company's current system, system, and many other reasons, they can only enjoy the same or less than the salary treatment of other non-skilled employees. And the wage level is lower than the average level of the same industry technical personnel market level inside and outside the province. The executive effect of compensation management will directly affect the human resources management of the company. Scientific salary management is of great significance to the development of enterprises. As a means of enterprise management, the ultimate purpose of salary management is to establish scientific and efficient. The construction of salary management system with enterprise characteristics and individualized characteristics can effectively arouse the enthusiasm of all aspects of the enterprise attract talents and promote the all-round development of the enterprise. This paper takes the salary management of geological technical personnel of HSY Company as an example, starting from the present situation of salary management of geological technical personnel of the company, the existing problems, The problems of salary management and incentive mechanism of geological technicians in HSY Company are analyzed in detail, and the salary management system of geological technicians is redesigned by using the theory of broadband compensation. This paper puts forward the design scheme, opinions and suggestions of constructing broadband salary system for geological technicians, which lays a foundation for the sustainable development of the company.
【学位授予单位】：哈尔滨工程大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.1

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