WFM时装有限公司中层管理人员薪酬体系研究
发布时间：2018-12-14 18:48
【摘要】：随着我国工资制度逐步的改革,现代化的薪酬管理制度也随之在各企业单位逐步的建立和完善起来。尤其是自进入21世纪,我国企业的薪酬制度面临着新的改革且存在新的机遇和挑战,尤其是服装行业,大多数企业根本没有树立现代化企业薪酬理念的概念,其薪酬理念还是比较陈旧,薪酬制度相对单一化,造成结构不合理,明显缺乏激励作用,根本无法适应现代企业管理的要求。综上所述,薪酬的激励性需要引起广泛的关注,激励性薪酬体系的设计逐渐成为一种趋势,对其进行研究具有极其重要的现实意义。 目前,WFM时装在更加激烈的市场竞争环境下,再加上截止到目前小规模的服装企业也在逐年的增加,WFM的领导清醒的认识到,因循守旧的管理和发展模式已经无法适应当前的发展需求,为此组织研究分析行业竞争力,研究发展新战略。而与新战略相适应的薪酬管理也势在必行。然而,该公司的薪酬管理一直没有形成科学有效的制度,已有的薪酬制度大多比较传统,杂乱无章,无法适应公司的长远发展。 本文以WFM时装有限公司中层管理人员为例,运用战略人力资源管理理论、薪酬管理理论、激励理论与案例研究的方法,重点探讨其薪酬体系存在的问题,并指出产生问题的原因所在,对其存在的问题提出解决问题的对策以实施薪酬体系的再设计,并对其实施提出保障性的措施。本文认为,WFM时装有限公司首先要做的就是将简单的传统的人事管理转变为人力资源管理,制定薪酬战略,通过岗位分析和岗位评价,实施以岗位工资制为基础的全面薪酬设计,并提出使用360°绩效考核方法,对中层管理人员进行考核,做好内部组织保障、完善绩效管理制度、重视非经济性精神薪酬相一致的企业文化建设。 本文共分五部分,第一部分为绪论,重点介绍论文的研究背景和意义、国内外研究现状、本文研究思路和方法等；第二部分就论文相关的基本理论进行了阐述；第三部分以WFM时装有限公司中层管理人员的薪酬为例,对其体系的现状、存在问题,并进行了分析；第四部分针对存在问题,对WFM时装有限公司中层管理人员薪酬体系进行优化设计；最后部分为本文的研究总结。
[Abstract]:With the gradual reform of wage system in China, the modern salary management system has been gradually established and perfected in various enterprises. Especially since entering the 21st century, the salary system of our country's enterprises is facing new reform and new opportunities and challenges, especially in the clothing industry, most enterprises have not set up the concept of modern enterprise salary concept. Its salary idea is still relatively old, the compensation system is relatively simple, resulting in unreasonable structure, obvious lack of incentive role, and can not adapt to the requirements of modern enterprise management. To sum up, the incentive of compensation needs to cause widespread concern, the design of incentive compensation system has gradually become a trend, it is of great practical significance to study it. At present, WFM fashion in the more fierce market competition environment, coupled with the current small clothing enterprises are also increasing year by year, the leadership of WFM soberly recognized, The traditional management and development model can not meet the needs of current development. Therefore, the organization of research and analysis of industry competitiveness, research and development of new strategies. And the salary management that adapts with the new strategy is also imperative. However, the compensation management of the company has not formed a scientific and effective system, most of the existing compensation system is more traditional, chaotic, unable to adapt to the long-term development of the company. Taking the middle-level managers of WFM Fashion Co., Ltd. As an example, using the theory of strategic human resource management, the theory of salary management, the theory of incentive and the method of case study, this paper mainly discusses the problems existing in the compensation system. It also points out the causes of the problems, puts forward the countermeasures to solve the problems in order to implement the re-design of the salary system, and puts forward the safeguard measures to the implementation of the problems. This paper believes that the first thing WFM Fashion Co., Ltd. should do is to change the simple traditional personnel management into human resource management, formulate salary strategy, through post analysis and job evaluation. To implement the overall salary design based on the post salary system, and put forward the method of 360 掳performance appraisal to evaluate the middle management personnel, do well the internal organization guarantee, perfect the performance management system, Pay attention to non-economic spirit compensation consistent with the construction of corporate culture. This paper is divided into five parts, the first part is the introduction, focusing on the research background and significance of the paper, domestic and foreign research status, research ideas and methods, etc. The third part takes the compensation of middle managers in WFM Fashion Co., Ltd as an example, analyzes the current situation, existing problems and analysis of the system. The fourth part aims at the existing problem, carries on the optimization design to the WFM fashion limited company middle management salary system; the last part is the research summary of this article.
【学位授予单位】：青岛科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F416.86
本文编号：2379137
[Abstract]:With the gradual reform of wage system in China, the modern salary management system has been gradually established and perfected in various enterprises. Especially since entering the 21st century, the salary system of our country's enterprises is facing new reform and new opportunities and challenges, especially in the clothing industry, most enterprises have not set up the concept of modern enterprise salary concept. Its salary idea is still relatively old, the compensation system is relatively simple, resulting in unreasonable structure, obvious lack of incentive role, and can not adapt to the requirements of modern enterprise management. To sum up, the incentive of compensation needs to cause widespread concern, the design of incentive compensation system has gradually become a trend, it is of great practical significance to study it. At present, WFM fashion in the more fierce market competition environment, coupled with the current small clothing enterprises are also increasing year by year, the leadership of WFM soberly recognized, The traditional management and development model can not meet the needs of current development. Therefore, the organization of research and analysis of industry competitiveness, research and development of new strategies. And the salary management that adapts with the new strategy is also imperative. However, the compensation management of the company has not formed a scientific and effective system, most of the existing compensation system is more traditional, chaotic, unable to adapt to the long-term development of the company. Taking the middle-level managers of WFM Fashion Co., Ltd. As an example, using the theory of strategic human resource management, the theory of salary management, the theory of incentive and the method of case study, this paper mainly discusses the problems existing in the compensation system. It also points out the causes of the problems, puts forward the countermeasures to solve the problems in order to implement the re-design of the salary system, and puts forward the safeguard measures to the implementation of the problems. This paper believes that the first thing WFM Fashion Co., Ltd. should do is to change the simple traditional personnel management into human resource management, formulate salary strategy, through post analysis and job evaluation. To implement the overall salary design based on the post salary system, and put forward the method of 360 掳performance appraisal to evaluate the middle management personnel, do well the internal organization guarantee, perfect the performance management system, Pay attention to non-economic spirit compensation consistent with the construction of corporate culture. This paper is divided into five parts, the first part is the introduction, focusing on the research background and significance of the paper, domestic and foreign research status, research ideas and methods, etc. The third part takes the compensation of middle managers in WFM Fashion Co., Ltd as an example, analyzes the current situation, existing problems and analysis of the system. The fourth part aims at the existing problem, carries on the optimization design to the WFM fashion limited company middle management salary system; the last part is the research summary of this article.
【学位授予单位】：青岛科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F416.86
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