沈阳用友软件公司薪酬体系设计与实施

发布时间：2018-03-13 19:12

本文选题：薪酬体系　切入点：职务评价　出处：《哈尔滨理工大学》2012年硕士论文　论文类型：学位论文

【摘要】：随着我国IT产业发展迅速，涌现了很多软件企业。软件企业是知识型企业，而知识型企业竞争的关键在于人。从员工角度来看，薪酬是家庭收入的绝大部分，只有合理的薪酬才能让员工更加积极稳定的工作。目前，沈阳用友软件公司的薪酬体系存在着诸多问题，己经造成人才的流失。因此，本文研究的重点是为沈阳用友软件公司建立与完善一套激励有效的薪酬体系。本文重点讨论了沈阳用友软件公司的薪酬调整方案设计：首先，通过对沈阳用友软件公司的组织结构、人员构成情况及薪酬问卷调查和访谈结果，来分析沈阳用友软件公司现行薪酬体系中存在的问题，尤其着重分析了沈阳用友软件公司关键的三类岗位人员即高层管理人员、销售人员、项目实施人员薪酬情况，分析过程中引用了薪酬设计的理论依据和原则，并列举了详细的薪酬的基本模式，为沈阳用友软件公司薪酬设计思路提供了理论依据。其次，全文结合沈阳用友软件公司的薪酬现状，依据薪酬设计理论分别对高层管理人员、销售人员、项目实施人员的进行了单独的薪酬设计，提出了适合各岗位的薪酬制度，即对高层管理者实行年薪制，通过股权将管理人员的利益与企业利益联系在一起；对销售人员实行底薪加销售提成制；对项目实施人员实行宽带薪酬工资加成果提成制；同时在福利方面设计了弹性制福利计划，最后，，提出如何保障新的薪酬方案的实施方法。本文在研究和设计沈阳用友软件公司薪酬体系过程中应用了职务评价、外部薪酬调查、宽带薪酬等理论和方法，秉承薪酬激励的功能及其主要设计原则：公平性原则、经济性原则、竞争性原则。且以提升薪酬体系的科学性、有效性为导向，为企业战略目标的实现提供支持。最终形成了符合沈阳用友软件公司目前公司发展和人员情况的薪酬调整方案。希望这个方案能帮助软件企业在人力资源的竞争中发挥优势，实现企业和员工利益的平衡与最大化，为同业界的软件公司提供借鉴作用。
[Abstract]:With the rapid development of IT industry in China, many software enterprises have emerged. Software enterprises are knowledge-based enterprises, and the key to the competition of knowledge-based enterprises lies in people. From the perspective of employees, salary is the majority of household income. Only reasonable salary can make employees work more actively and stably. At present, there are many problems in the compensation system of Shenyang yangyou software company, which has caused the brain drain. The focus of this paper is to establish and perfect a set of effective incentive compensation system for Shenyang Uyong Software Company. This paper focuses on the design of compensation adjustment scheme of Shenyang yangyou software company. Firstly, through the organization structure, personnel composition, salary survey and interview results of Shenyang yangyou software company, To analyze the problems existing in the current compensation system of Shenyang yangyou software company, especially the compensation situation of the three key positions of Shenyang yongyou software company, that is, senior management, sales personnel, and project implementation personnel, In the process of analysis, the theoretical basis and principle of salary design are cited, and the detailed basic models of compensation are listed, which provides a theoretical basis for the salary design of Shenyang Yong-you Software Company. According to the compensation design theory, this paper separately designs the compensation of senior management, sales personnel and project implementers, and puts forward the compensation system suitable for each position. That is to say, the annual salary system is applied to the senior managers, the interests of the managers are connected with the interests of the enterprises through equity, the bottom salary plus the sales commission system is applied to the sales personnel, the broadband salary salary plus the result commission system is applied to the project implementation personnel. At the same time, the flexible welfare plan is designed in the aspect of welfare. Finally, how to guarantee the implementation of the new salary scheme is put forward. This paper applies the theories and methods of job evaluation, external compensation survey, broadband compensation and so on in the process of researching and designing the compensation system of Shenyang yongyou software company, and adheres to the function of compensation incentive and its main design principle: fairness principle. Economic principle, competitive principle. And to improve the scientific pay system, effectiveness as the guide, To provide support for the realization of the strategic objectives of the enterprise. Finally, a salary adjustment plan which is in line with the current company development and personnel situation of Shenyang Yefu Software Company has been formed. It is hoped that this plan will help the software enterprises to play their advantages in the competition of human resources. To achieve the balance and maximization of the interests of enterprises and employees, and provide reference for the software companies in the same industry.
【学位授予单位】：哈尔滨理工大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F49

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