MS公司薪酬制度的问题与对策研究

发布时间：2018-05-03 13:46

本文选题：企业转型 + 薪酬制度　；参考：《南京师范大学》2013年硕士论文

【摘要】：后金融危机时代,全球经济形势依然不容乐观,广大中小企业仍然面临很多压力。逐年升高的用工成本和频繁流动的员工队伍等人力资源管理问题已成为所有企业不得不面对的现实。人力资源管理的核心是薪酬管理。科学合理的薪酬制度不仅能够招引合适的员工、保持稳定的队伍,而且能够激发其工作的积极性,为企业生产发展提供良好的人力保障。同时,随着企业发展到不同阶段,原有的薪酬制度己不能完全适应现在的发展环境。因此,世易时移地对原有的薪酬制度进行优化调整,已成为广大中小企业在经营管理中所面对的重要问题。当前,MS公司正处于快速发展期向成熟稳定期过渡的阶段,连年居高不下的人员流失率和员工消极怠工的现象严重阻碍了企业正常的经营生产。本文通过对MS公司薪酬制度进行问卷调查和个人访谈,运用理论研究与实证分析相结合、定性分析与定量分析相结合的方法,分析得出MS公司当前薪酬制度已不合时宜、重保障轻激励的根本性问题,通过建立薪酬决策执行机制、调整标准工资固浮比例、采用“团队+个人”的销售考核模式、设立特殊人员引进及专项奖励以及宽松人性化的弹性福利等措施,对现有薪酬制度进行优化调整,使其更适应当前企业发展环境,发挥薪酬制度吸引人、保留人、激励人的功能,促进企业人力资源和生产经营持续健康地发展。
[Abstract]:After the financial crisis era, the global economic situation is still not optimistic, the majority of small and medium-sized enterprises still face a lot of pressure. Human resource management problems, such as increasing labor cost and frequently flowing staff, have become a reality that all enterprises have to face. The core of human resource management is salary management. A scientific and reasonable salary system can not only attract suitable employees, maintain a stable team, but also stimulate the enthusiasm of their work and provide a good human security for the production and development of enterprises. At the same time, with the development of enterprises to different stages, the original compensation system can not fully adapt to the current development environment. Therefore, it has become an important problem in the management of small and medium-sized enterprises to optimize and adjust the original salary system. At present, the company is in the stage of transition from rapid development period to mature and stable period. The phenomenon of high staff turnover rate and staff idling seriously hinders the normal operation and production of the enterprise. Based on the questionnaire survey and personal interview on the compensation system of MS Company, this paper combines the theoretical research with the empirical analysis, the qualitative analysis and the quantitative analysis, and concludes that the current compensation system of MS Company is out of date. The fundamental problem of emphasizing protection and neglecting incentive, through establishing executive mechanism of salary decision, adjusting standard wage fixed floating ratio, adopting "team individual" sales assessment model, Set up special personnel introduction, special reward, flexible welfare and so on, optimize and adjust the existing salary system, make it more adapt to the current enterprise development environment, give play to the salary system to attract people, retain people, Encourage the function of human beings and promote the sustained and healthy development of human resources and production and management of enterprises.
【学位授予单位】：南京师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.7

【共引文献】