PA公司薪酬体系优化设计

发布时间：2018-05-01 17:02

本文选题：太阳能热水器 + 薪酬管理　；参考：《山东大学》2013年硕士论文

【摘要】：随着世界经济的不断发展,全球市场的竞争达到了空前的程度。人力资源逐步成为了企业提升核心竞争力的关键性、战略性资源。薪酬作为连接企业与员工之间利益的纽带,不仅可以为员工提供生活保障,也能够提升员工的向心力和工作热情,进而提升其工作绩效,为企业创造更多的效益。在信息时代与经济全球化的大背景之下,新事物层出不穷,员工的需求也呈现出多样化的趋势,旧的薪酬管理模式和理念已然不能适应时代的发展。因此,运用科学的诊断方法与系统的设计思路为企业设计出更符合发展要求的薪酬体系已经成为了企业管理层的必修课之一。 PA公司是较早进入太阳能热水器行业的企业之一。自2003年以来,公司在销售额、市场占有率等指标上取得了较好的经营成果。但是随着公司业绩的不断进步与行业竞争态势的变化,原薪酬体系的缺陷开始逐渐显现,薪酬体系落后与分配制度的不合理成为了企业发展的桎梏。因此如何运用科学、系统的手段建立起一套既能够符合企业自身特点,又能够适应行业发展需要的薪酬体系,成为了PA公司在当前阶段需要迫切解决的问题。本文从绪论开始入手,对选题背景、研究意义以及研究方法等内容进行梳理。然后在参考国内外文献的基础上对薪酬设计的相关理论进行了归纳和总结。随后笔者充分结合PA公司薪酬管理的现实状况,通过采用调查问卷的方法深入分析现行薪酬体系的缺点,并对其所存在的问题进行了详细的总结,提出了岗位工资设计不合理、绩效考核体系不完善、业务人员的薪酬设计不合理等一系列问题,从而明确了薪酬设计的重点方向。在结合公司战略和市场竞争状况等影响因素的基础上,笔者提出了优化方案的设计思路,运用科学的手段系统开展了工作分析与岗位评价工作,采用薪酬调查与数据分析相结合的方法对薪酬曲线进行设计,从而实现了岗位工资的科学定级。随后笔者依据不同岗位的特点进行了有针对性的薪酬方案设计,并完善了福利体系。在最后,笔者设计了基于平衡计分卡的绩效考核制度,并引入了PDCA循环改进措施,力求为薪酬体系的平稳实施提供保障措施,达到完善PA公司人力资源管理的目的,从而为公司战略目标的实现提供有力支持。同时,笔者也希望本文能够为太阳能行业企业乃至大型制造业企业的薪酬管理工作提供一套行之有效的设计思路。
[Abstract]:With the continuous development of the world economy, the global market competition has reached an unprecedented level. Human resources have gradually become the key and strategic resources for enterprises to enhance their core competitiveness. As a link between the interests of enterprises and employees, compensation can not only provide life security for employees, but also enhance their centripetal force and work enthusiasm, and then improve their work performance, and create more benefits for enterprises. Under the background of the information age and economic globalization, new things emerge in endlessly, the demand of employees also presents a diversified trend, the old salary management model and concept can no longer adapt to the development of the times. Therefore, it has become one of the compulsory courses for the management of the enterprise to design a more suitable salary system for the enterprise by using the scientific diagnostic method and the design idea of the system. PA is one of the companies that entered the solar water heater industry earlier. Since 2003, the company has achieved good results in sales, market share and other indicators. However, with the continuous progress of the company's performance and the change of the competition situation of the industry, the defects of the original compensation system begin to appear gradually, and the backward compensation system and the unreasonable distribution system become the shackles of the enterprise development. Therefore, how to use scientific and systematic means to set up a compensation system that can not only meet the characteristics of enterprises but also adapt to the needs of industry development has become an urgent problem that PA Company needs to solve at the present stage. This paper begins with the introduction and combs the background, research significance and research methods of the topic. Then on the basis of reference literature at home and abroad, the related theories of salary design are summarized and summarized. Then the author analyzes deeply the shortcomings of the current salary system by adopting the method of questionnaire, and summarizes the existing problems in detail, and puts forward that the design of post salary is unreasonable. A series of problems, such as imperfect performance appraisal system and unreasonable salary design of business personnel, have made clear the key direction of salary design. On the basis of the influence factors such as company strategy and market competition, the author puts forward the design idea of optimization scheme, and carries out the work analysis and post evaluation by scientific means. The salary curve is designed by combining salary survey with data analysis, and the scientific grading of post wage is realized. Then, according to the characteristics of different posts, the author designed the compensation scheme and improved the welfare system. Finally, the author designs the performance appraisal system based on the balanced Scorecard, and introduces the PDCA cycle improvement measures to ensure the smooth implementation of the compensation system, to achieve the purpose of improving the human resources management of PA company. In order to achieve the company's strategic objectives to provide strong support. At the same time, the author also hopes that this paper can provide a set of effective design ideas for the salary management of solar industry enterprises and even large manufacturing enterprises.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.6

【参考文献】