基于胜任力模型的通信企业A公司核心员工薪酬体系研究

发布时间：2018-04-01 03:38

本文选题：胜任力　切入点：核心员工　出处：《北京邮电大学》2013年硕士论文

【摘要】：在经济飞速发展今天,人力资源管理在企业管理中的地位迅速上升,人力资源也已经成为是企业的战略资源,也是企业未来竞争优势的主要来源。在当今时代,转型已成为全球电信业不可逆转的时代潮流,移动通信企业要想在当今市场激烈的竞争中处于优势,立于不败之地,则必须能够最大限度地获取适合企业自身特点的优秀人力资源并最大限度的激发、挖掘其的潜在素质。薪酬作为一项重要的激励因素,对吸引和保留员工有着重要的作用。目前移动作为大型国有企业,在薪酬管理制度上还沿用传统的岗位薪酬制度,而在经济快速发展,知识时代的大背景下,传统薪酬制度的激励作用的局限性越发凸显,尤其在当前通信行业转型的前提下,薪酬制度的激励强度对企业的发展越发起着重要的作用,基于以上问题,以能力为基础的薪酬制度应运而生,这一薪酬制度能够更好的适应当今时代的发展要求,也有利于员工不断的提升自身能力,有利于建立学习型组织,能够促使企业和员工共同发展,实现转型。本文首先提出了研究的背景和意义,并提出本文的研究思路和方法。然后对国内外对基于胜任力的薪酬体系研究情况进行系统梳理,对支撑本文的相关理论进行系统阐述。在以往学者研究的基础上,本文以通信企业A公司为例,研究了核心员工胜任力模型在薪酬管理中的应用。本文首先对A公司的薪酬体系的现状进行了分析,了解当前薪酬体系存在的问题,在此基础上构建基于胜任力的薪酬体系。本文采用了问卷调查法来进行胜任力模型的构建,并对员工的胜任力水平进行评价,将胜任力与薪酬挂钩,构建基于胜任力的薪酬体系并对其结果进行检验。本文的研究结果在一定程度上丰富了胜任力的相关理论,也为企业完善薪酬管理提供借鉴。
[Abstract]:Today, with the rapid development of economy, the position of human resource management in business management is rising rapidly. Human resources have also become the strategic resource of enterprises, and also the main source of future competitive advantages of enterprises.
In today's era, the global telecommunications industry transformation has become an irreversible trend of the times, the mobile communication enterprises want to in the fierce market competition in an invincible position, advantage, must be able to maximize the excellent human resources for their own characteristics and the maximum excitation, the quality of its mining potential as a compensation. The most important incentive factors, plays an important role in attracting and retaining employees. At present, mobile as a large state-owned enterprises, the salary management system still use the traditional salary system, and in the rapid economic development, the knowledge age, the limitations of the traditional incentive pay system more prominent, especially in the the premise of the communications industry restructuring, incentive salary system for the enterprise development is initiated plays an important role, based on the above problems, based on ability The salary system arises at the historic moment, this salary system can better adapt to the development requirements of the modern era, and also helps employees constantly improve their ability, help establish learning organization, and promote the development of enterprises and employees to achieve transformation.
This paper firstly presents the research background and significance, and puts forward the ideas and methods of this study. Then the domestic and overseas research situation of the salary system based on competency theory systematically, to support this paper in this paper. On the basis of past research, based on the communication enterprise A company as an example, research the application of the competency model of core employees in compensation management. Firstly, the current situation of A company's compensation system is analyzed, to understand the current salary system existing problems, on the basis of the competency based on the salary system construction. This paper uses a questionnaire survey method to carry out the competency model of employees, and the competency level evaluation, competency and compensation, construct the competency based compensation system and to test the results. The results of this study to a certain extent rich The relevant theory of competency also provides a reference for the enterprise to improve the salary management.

【学位授予单位】：北京邮电大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F626

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