JR公司薪酬激励体系研究

发布时间：2018-11-26 12:07

【摘要】：伴随着经济全球化的发展,企业之间的竞争愈来愈激烈。其竞争的关键因素不再是资本和机器设备,而是知识。因此,企业都试图建立基于智力资本的核心能力,以在竞争中胜出。由此可见,人才成为企业核心能力的载体和争夺的核心资源。与此同时,面临着国有企业改革不断深化和现代企业制度逐步建立的客观形势,企业原有的传统管理方式已不能适应现代化企业的管理要求。在市场开放程度不断增强和企业竞争激烈的背景下,人力资源的开发与管理成为企业管理工作的一项主要内容。在人力资源的开发和管理当中,有效激励员工的一项至关重要的内容就是薪酬管理。构建一个适应企业和市场经济发展需要的合理有效的薪酬激励制度不仅会对企业员工的积极性产生影响,而且还会对企业的人力资源效率以及劳动生产效率产生影响,从而对企业战略目标的实现产生影响。本文采用了文献研究方法、企业调研方法、归纳总结和演绎推理相结合的方法、定性分析和定量分析有机结合的方法以及理论研究与实证研究相结合的方法,来对JR公司的薪酬激励体系进行了详细的探讨。以薪酬制度的改革作为研究的背景,立足JR公司目前在薪酬激励体系建设的薪酬构成、薪酬水平以及员工满意度等现状,提出了问题存在的两大方面原因,即公司没有形成薪酬管理市场机制和薪酬考核的联系紧密度不够。针对这些问题及原因,对JR公司薪酬激励体系进行了再设计,明确设计的思想及目标,本着公平原则、激励原则、公开原则以及合法性原则,对JR公司的付酬制度模式、基于胜任能力的岗位匹配组织体系以及薪酬结构进行了详细的分析和设计,从而提出新的职务职能薪酬体系的设计方案。最后把企业高层管理的重视和支持提了出来,把与之相配套的细则建设和业绩考证体系的建立和完善提了出来,把薪酬激励体系的动态管理办法和薪酬管理体系的规范化提了出来。通过本文的研究,希望能够为同类企业的人力资源管理提供相关的参考和借鉴。
[Abstract]:With the development of economic globalization, the competition between enterprises is becoming more and more fierce. The key to competition is no longer capital and machinery, but knowledge. So companies are trying to build core competencies based on intellectual capital to win the competition. Thus, talents become the carrier of core competence and the core resources. At the same time, faced with the objective situation of the deepening of the state-owned enterprise reform and the gradual establishment of the modern enterprise system, the original traditional management mode of the enterprise can no longer meet the management requirements of the modern enterprise. Under the background of increasing market opening and fierce competition, the development and management of human resources has become one of the main contents of enterprise management. In the development and management of human resources, salary management is one of the most important elements to motivate employees effectively. The construction of a reasonable and effective salary incentive system to meet the needs of the development of enterprises and market economy will not only have an impact on the enthusiasm of employees, but also on the efficiency of human resources and labor production efficiency of enterprises. Thus, the realization of the strategic objectives of the enterprise has an impact. This paper adopts the methods of literature research, enterprise research, the combination of inductive and deductive reasoning, qualitative analysis and quantitative analysis, as well as the combination of theoretical research and empirical research. To the JR company's salary incentive system is discussed in detail. Taking the reform of salary system as the background, based on the present situation of salary structure, salary level and employee satisfaction of JR Company in the construction of salary incentive system, this paper puts forward two major reasons for the problems. That is, the company did not form a compensation management market mechanism and pay assessment of the close relationship is not enough. Aiming at these problems and reasons, this paper redesigns the compensation incentive system of JR Company, clarifies the idea and goal of the design, follows the principle of fairness, incentive principle, openness principle and legality principle, and gives the model of pay system of JR Company. The post matching organization system and salary structure based on competency are analyzed and designed in detail, and a new design scheme of job function compensation system is put forward. Finally, the importance and support of the senior management of the enterprise is put forward, and the detailed rules construction and the establishment and improvement of the achievement textual research system are put forward. The dynamic management method of salary incentive system and the standardization of salary management system are put forward. Through the research of this paper, we hope to provide reference for the human resource management of similar enterprises.
【学位授予单位】：哈尔滨工程大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.471

【参考文献】