DY企业职能管理人员基于宽带薪酬理论的薪酬方案设计

发布时间：2018-01-07 01:07

本文关键词：DY企业职能管理人员基于宽带薪酬理论的薪酬方案设计　出处：《湖南师范大学》2013年硕士论文　论文类型：学位论文

【摘要】：在传统的薪酬体系里,薪酬是经常和某个人在组织里的行政等级或者行政位置互相一致的,也就是职位越高必然带来薪酬越高；但是在企业内部结构日益向着扁平化方向发展的趋势下,大大压缩组织内部的等级数量成为了必然,工程师及职能管理人员的职位数量和晋升级数非常有限,从而在相当的程度上弱化了传统薪酬体系的激励效用。所以,引入一种能够改造传统薪酬体系重岗级晋升的激励机制,使薪酬调整不再为单一的岗级所制约的新型薪酬体系就成为了需要。这种体系能更多的与员工和企业的实际绩效相结合,从而匹配企业组织结构扁平化的变革,最大可能的促进企业发展。宽带薪酬理论在这样一个背景下应运而生。宽带薪酬指的是对薪酬变动范围和多个薪酬等级进行新的组合,从而实现相应较宽的薪酬变动范围以及相应的相对较少的薪酬等级。在DY企业里,原来的薪酬体系不够合理,职能管理人员对薪酬满意程度较低,有害于企业绩效的提高和长远的发展。本文通过认真的调查研究,找出DY企业薪酬管理中的问题,并使用宽带薪酬理论对现有的薪酬体系进行完善。通过设计出合理的薪酬方案,实现对职能管理人员卓有成效的吸引和激励,使其潜在的能力得到不断开发。文章的第一部分给出了问题,介绍了选题的背景、研究的目的、意义、思路,研究方法及文章框架。第二部分对相关薪酬设计和薪酬理论进行了回顾；全面整理了国内外学者在国内外企业应用宽带薪酬体系的实践经验以及宽带薪酬领域的科研成果,最后在分析我国企业实际情况的基础上探讨了宽带薪酬体系应用和实施的必要条件。第三部分阐述了DY企业宽带薪酬体系的设计流程,主要包含设计之前的准备阶段与设计阶段。阐述了宽带薪酬在DY企业的实践性和它设计的详细过程,运用科学的、现代的方法,建立一套卓有成效的、适应该企业特点的薪酬体系。第四部分总结DY企业实施宽带薪酬体系所取得的研究成果,并从科学运用宽带薪酬理论和完善相关保障措施两方面提出建议,以期可以为其他企业在计划实施和推行宽带薪酬体系时,怎样更有效发挥这个薪酬体系的功能,提早意识、以及避免其消极作用提供了一些思路。本论文最终的探讨和写作目的就在于通过DY企业的案例阐明宽带薪酬理论的运用能有效地将企业利益和企业职能管理人员利益有机结合起来,吸引、留住和培植高素质、有能力的人力资本,从智力基础上筑牢企业的可持续发展能力和核心竞争力。
[Abstract]:In the traditional salary system, the salary is often consistent with the administrative level or position of a person in the organization, that is, the higher the position, the higher the salary; However, under the trend that the internal structure of the enterprise is increasingly flat, it is inevitable to greatly reduce the number of levels within the organization, and the number of positions and promotions of engineers and functional managers is very limited. So it weakens the incentive effect of the traditional salary system to a certain extent. Therefore, this paper introduces an incentive mechanism which can transform the traditional salary system to emphasize the post promotion. So that salary adjustment is no longer restricted by a single post level of the new salary system has become a need. This system can be more with the actual performance of employees and enterprises, so as to match the flattened change of enterprise organizational structure. Promote the development of enterprises as much as possible. Broadband compensation theory emerges as the times require under such a background. Broadband compensation refers to a new combination of salary range and multiple pay grades. Thus, the corresponding wider range of salary changes and the corresponding relatively small salary grade. In DY enterprises, the original compensation system is not reasonable, the functional managers are less satisfied with the compensation, which is harmful to the improvement of enterprise performance and long-term development. Find out the problems in the DY enterprise compensation management, and use the broadband compensation theory to perfect the existing compensation system. Through the design of a reasonable compensation plan, to achieve the effective attraction and incentive to the functional managers. To develop its potential capabilities. The first part of the article gives the question, introduces the background, the purpose, the significance, the train of thought, the research method and the article frame. The second part has carried on the review to the related salary design and the compensation theory; Comprehensive collation of domestic and foreign scholars in domestic and foreign enterprises in the application of broadband compensation system of practical experience and broadband compensation field of scientific research results. Finally, on the basis of analyzing the actual situation of enterprises in China, the paper discusses the necessary conditions for the application and implementation of broadband compensation system. The third part describes the design process of broadband compensation system in DY enterprises. It mainly includes the preparation stage and the design stage before the design. It expounds the practicality of broadband salary in DY enterprise and the detailed process of its design, using scientific and modern methods to establish a set of fruitful. Part 4th summarizes the research results of implementing broadband compensation system in DY enterprises, and puts forward some suggestions from two aspects: the scientific application of broadband compensation theory and the improvement of relevant safeguard measures. In order to other enterprises in the implementation and implementation of broadband pay system, how to play the role of this pay system more effectively, early awareness. Finally, the purpose of this paper is to illustrate the application of broadband compensation theory through the case of DY enterprises, which can effectively integrate the interests of enterprises and the functional managers of enterprises. The interests of members are organically combined. To attract, retain and cultivate human capital with high quality and ability, and build the sustainable development ability and core competitiveness of enterprises on the basis of intelligence.
【学位授予单位】：湖南师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F49

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