沈阳旭日机电制造有限公司薪酬激励机制研究

发布时间：2018-06-14 14:21

本文选题：薪酬 + 激励　；参考：《吉林大学》2013年硕士论文

【摘要】：随着知识经济时代的来临和全球经济一体化市场竞争的加剧，人才已成为保障企业可持续进步、推动社会经济加快转变经济发展方式的核心资源和重要资本。人力资源管理水平的高低和管理能力的高下，已成为影响企业成功具有核心竞争优势的重要因素之一。薪酬激励机制是人力资源管理的核心问题和重要组成部分，，实施科学、合理的薪酬方案能够对企业吸引、激励和留用人才起着很重要的作用，是实现提升企业经营效益本质目标的重要支撑。但是目前，在我国还没有形成完善的高级经理人市场，所以企业之间对人才的争夺就显得极其激烈，企业如何在纷繁复杂的经济竞争中，吸引并留住人才特别是高端人才是摆在其面前的一道难题。本文以沈阳旭日机电为研究对象，对现行企业组织结构和人力资源等具体情况开展实地调查，注重理论研究与应用研究相结合，综合运用文献检索法、访谈法、调查法、比较研究等方法展开研究。结合对其现行薪酬激励机制进行定性分析，找出存在的具体问题并进行原因剖析，提出再设计后的薪酬激励机制以及薪酬激励机制后得以顺利实施的支持、配套措施，以期进一步促进企业竞争力提升，使员工的知识、技能及创新力能够切实转化为企业的核心竞争优势，最终实现企业与员工利益双赢、共赢。全文分为四部分，主要内容如下：第一部分是绪论，主要阐明了论文研究的背景、研究意义以及研究的内容和方法；第二部分是沈阳旭日机电薪酬激励机制的现状。在这部分，论文首先介绍了沈阳旭日机电有限公司企业发展历史、人力资源状况、激励机制的现状和职工对公司激励机制的评价；其次，对沈阳旭日机电薪酬激励机制存在的问题进行了分析，指出目前公司薪酬激励机制还存在着薪酬的长期激励效果不明显、薪酬结构比例失衡、奖金激励功能缺失的问题；再次对沈阳旭日机电薪酬激励机制存在问题的原因进行了分析，指出造成这些问题的主要原因，即公司的薪酬管理理念落后、薪酬管理制度不完善、缺乏与公司激励机制向匹配的企业文化。第三部分是根据沈阳旭日机电人力资源规划的总体要求，对沈阳旭日机电公司中生产类、管理层、普通管理者、营销人员的薪酬激励机制进行重新设计。第四部分是提出实施新的薪酬激励方案的保障措施。提出建立薪酬激励的动态调整机制、建立规范的薪酬激励评价体系、构建与薪酬激励相适应的企业文化。
[Abstract]:With the advent of the era of knowledge economy and the aggravation of the market competition in the global economic integration, talents have become the core resources and important capital to ensure the sustainable progress of enterprises and to accelerate the transformation of social economy into the mode of economic development. The level of human resource management and the level of management ability have become one of the important factors that affect the success of enterprises with core competitive advantage. Salary incentive mechanism is the core problem and important component of human resource management. The scientific and reasonable salary scheme can play an important role in attracting, encouraging and retaining talents. It is an important support to realize the essential goal of improving the business efficiency. But at present, there is no perfect senior manager market in our country, so the competition for talents among enterprises is extremely fierce. Attracting and retaining talents, especially high-end talents, is a difficult problem in front of them. In this paper, the author takes Shenyang Xuri electromechanical as the research object, carries on the field investigation to the current enterprise organization structure and the human resources, pays attention to the combination of the theory research and the application research, synthetically uses the literature retrieval method, the interview method, the investigation method, etc. Comparative study and other methods are carried out. Based on the qualitative analysis of its current salary incentive mechanism, this paper finds out the concrete problems and analyzes the causes, and puts forward the support and supporting measures for the successful implementation of the redesigned compensation incentive mechanism and the salary incentive mechanism. In order to further promote the competitiveness of enterprises, so that the knowledge, skills and innovation of employees can be transformed into the core competitive advantages of enterprises, and ultimately achieve win-win and win-win benefits between enterprises and employees. The full text is divided into four parts, the main contents are as follows: the first part is the introduction, mainly expounds the research background, the research significance, the research content and the method; the second part is the Shenyang rising sun electromechanical compensation incentive mechanism present situation. In this part, the paper first introduces the history of enterprise development, human resource situation, incentive mechanism and the evaluation of the incentive mechanism of Shenyang Xuri Electromechanical Co., Ltd. This paper analyzes the problems existing in the incentive mechanism of Shenyang Xuri electromechanical compensation, and points out that the current compensation incentive mechanism of the company still has some problems, such as the long-term incentive effect is not obvious, the proportion of salary structure is out of balance, and the incentive function of bonus is missing. Thirdly, the paper analyzes the reasons of the problems in the incentive mechanism of Shenyang Xuri electromechanical compensation system, and points out the main causes of these problems, that is, the backward concept of salary management and the imperfect salary management system of the company. Lack of corporate culture that matches corporate incentives. The third part is according to the overall requirements of the human resource planning of Shenyang Xuri Machinery and Electrical Co., Ltd., to redesign the salary incentive mechanism of the production, management, general managers and marketing personnel in Shenyang Xuri Mechanical and Electrical Co., Ltd. The fourth part is to put forward the safeguard measures to implement the new salary incentive scheme. The paper puts forward the establishment of dynamic adjustment mechanism of salary incentive, the establishment of standard evaluation system of salary incentive, and the construction of enterprise culture suitable for salary incentive.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.4

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