XH集团公司薪酬体系设计与改进

发布时间：2018-05-05 12:21

本文选题：薪酬 + 薪酬设计　；参考：《内蒙古大学》2013年硕士论文

【摘要】：当今时代,信息爆炸,世界变平。人才已成为企业持续发展最为重要的因素,能否留住各类人才,与薪酬设计是否合理密不可分。薪酬的重要性不言而喻,企业实现发展就要结合企业自身实际,兼顾行业和地区的特点,设计可操作,具有竞争力的薪酬体系。 XH集团公司作为一家集房地产、建筑、金融和养老服务运营为一体,产融结合的民营企业。经过20多年的发展,各项业务有序推进,但薪酬设计与企业发展不适应的弊端开始显现。作者对企业现行薪酬体系进行了系统梳理,深入剖析其存在的问题,有针对性的提出整改建议,根据海氏岗位评估理论重新设定整体薪酬设计和改进方案。本论文试图以XH集团公司的薪酬设计为切入点,通过调查问卷分析企业薪酬体系存在的问题,本着公平、竞争和可操作性的原则,对薪酬体系进行改进,运用海氏评价法对岗位进行评估,并根据岗位的重要性进行薪酬排序,充分体现岗位价值和员工的个人价值,使薪酬外部公平、内部公平,激发员工的工作积极性,为实现同地区、同类型、同行业企业中薪酬处上游水平的定位,提供决策依据,为鄂尔多斯地区中小企业的员工薪酬管理提供思考和借鉴。
[Abstract]:In the present age, the information explodes and the world flattens. Talent has become the most important factor in the sustainable development of enterprises. Whether we can retain all kinds of talents is closely related to whether the salary design is reasonable or not. The importance of salary is self-evident. To realize the development of an enterprise, it is necessary to combine the actual situation of the enterprise, to give consideration to the characteristics of the industry and the region, to design an operable and competitive compensation system. XH Group is a private enterprise integrating real estate, construction, finance and pension service. After more than 20 years' development, all kinds of business advance orderly, but the malpractice of salary design and enterprise development is beginning to appear. The author systematically combs the current compensation system of enterprises, deeply analyzes its existing problems, puts forward suggestions for rectification and reform, and re-sets the overall salary design and improvement scheme according to Hayes' post evaluation theory. This paper tries to take the compensation design of XH Group Company as the breakthrough point, analyze the problems existing in the compensation system through the questionnaire, and improve the compensation system based on the principles of fairness, competition and maneuverability. Using the method of Hayes evaluation to evaluate the position, and according to the importance of the position to carry out salary ranking, fully reflect the value of the post and the personal value of the staff, so as to make the compensation external fair, internal fair, and stimulate the enthusiasm of the staff. In order to realize the position of the upstream level of compensation in the same area, the same type and the same industry enterprises, to provide the decision basis, to provide the reflection and the reference for the staff salary management of the small and medium-sized enterprises in Ordos area.
【学位授予单位】：内蒙古大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.92;F272.92

【共引文献】