宁波妈咪宝婴童用品制造有限公司薪酬体系设计研究

发布时间：2018-04-08 09:20

本文选题：薪酬管理　切入点：全面薪酬　出处：《长沙理工大学》2013年硕士论文

【摘要】：我国的民营企业是最具活力的经济组织，它正以快速的发展成为中国经济的最重要组成部分。但是，随着市场化经济改革的深入推进，在面对日渐激烈的市场竞争中，诸如决策盲目、管理水平低下、人才机制不灵活等民营企业普遍的弊端逐渐显现，并成为制约其发展的瓶颈，使得作为企业关键生产要素的人力资源向生产力进行转化的效率变得不高，从而造成企业内生动力不足。行之有效的薪酬体系，对人力资源效能最好的激发，基于此，本文通过对宁波妈咪宝婴童用品制造有限公司的现在的组织结构、现有的人力资源状况、现行的薪酬制度进行分析，结合行业分析及员工满意度的调查，总结出该公司现行薪酬体系存在的问题主要有：薪酬体系设计缺乏系统性、战略性思维及科学方法，薪酬结构缺乏合理有效的设置，缺乏行之有效的内在薪酬的获取、分析和支付渠道，薪酬体系保健因素过强、激励因素不足，员工的职业生涯规划和发展与企业的薪酬体系不匹配，不具备与组织共同成长的协同性等。针对以上问题，，综合国内外理论研究成果及管理实践经验，结合行业状况及企业员工的实际需求，对宁波妈咪宝婴童用品制造有限公司的薪酬体系和策略进行了系统性的优化设计。从指导思想、设计目标、薪酬类别设计、薪酬项目内容确定、发放标准核定、弹性福利制度设定及完善绩效管理等方面进行了薪酬的规划设计。在解决企业实际矛盾的同时，对国内民营企业尤其是中小型民营企业人力资源战略的制定、完善薪酬体系和吸引人才、留住人才、培养人才、发挥人才作用以提高企业经济效益和长期竞争优势具有一定的现实参考意义。
[Abstract]:China's private enterprises are the most dynamic economic organizations, it is becoming the most important part of Chinese economy with rapid development.However, with the deepening of market-oriented economic reform, in the face of increasingly fierce market competition, such as blind decision-making, low level of management, inflexible talent mechanism and other common shortcomings of private enterprises gradually appear.It also becomes the bottleneck restricting its development, which makes the efficiency of human resources, which is the key factor of enterprise production, to transform into productivity is not high, resulting in the lack of endogenous power of enterprises.The effective salary system is the best incentive to the efficiency of human resources. Based on this, this paper analyzes the present organizational structure of Ningbo Mummy Bao Baby products Manufacturing Co., Ltd., and the existing human resource situation.The current compensation system is analyzed, combined with industry analysis and employee satisfaction survey, the main problems of the company's current compensation system are summarized: the lack of systematic compensation system design, strategic thinking and scientific methods,The salary structure is lack of reasonable and effective setting, lack of effective internal salary acquisition, analysis and payment channels, too strong health factors of salary system, insufficient incentive factors, etc.The employee's career planning and development do not match with the salary system of the enterprise, and they do not have the synergetic growth with the organization.In view of the above problems, synthesizing the domestic and foreign theoretical research results and management practice experience, combined with the industry situation and the actual needs of employees,The compensation system and strategy of Ningbo Mummy Bao Baby products Manufacturing Co., Ltd are systematically optimized.From the aspects of guiding ideology, design goal, salary category design, salary item content determination, issue standard checking, flexible welfare system setting and perfecting performance management, etc., this paper has carried on the salary planning design and so on.At the same time of solving the actual contradiction of enterprises, we should formulate the human resource strategy of domestic private enterprises, especially small and medium-sized private enterprises, perfect the salary system and attract talents, retain talents, train talents.Giving full play to the role of talents in order to improve the economic benefits and long-term competitive advantages of enterprises has a certain practical reference significance.
【学位授予单位】：长沙理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.8

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