河南移动周口分公司职位及薪酬体系研究

发布时间：2018-05-04 09:05

本文选题：薪酬激励 + 薪酬方案　；参考：《北京邮电大学》2013年硕士论文

【摘要】：薪酬管理作为现代人力资源管理的一个重要组成部分,对企业人力资源战略乃到整个公司发展战略的实现至关重要,一个科学、合理的薪酬体系能够在竞争激烈的人才市场上有效地吸引、保留和激励人才,从而维持企业的核心竞争能力,使企业在激烈的市场竞争中立于不败之地。在企业发展的各个阶段,薪酬在吸引和储备关键人才都起到无法取代的作用。企业管理者需要密切关注的问题之一就是如何使公司实行的薪酬体系起到起到激励员工和提高组织绩效的目的。本文从河南移动周口分公司薪酬体系出发,针对新的形势,首先对国内外主要的薪酬理论,薪酬方案和薪酬设计的方法和步骤做了介绍和分析,在薪酬理论中重点介绍了现代工资理论。在薪酬方案的介绍中,分析了三种主要薪酬方案：以岗位为基础的方案,以个人为基础的方案和以绩效为基础的薪酬方案的各自特点,不足及其适用性,并说明了在企业实践中企业往往有采用混合方案的趋势。然后以传统的以岗位为基础的薪酬方案为例,介绍了薪酬方案设计和实施中的一般程序和步骤。。本文最后,在理论分析的基础上,结合河南移动周口分公司的实际情况,提出了以适合该公司的以岗位为基础,兼顾个人因素和绩效因素的混合方案一。3P薪酬方案。在进行岗位评估时,选择了因素计点法作为评估方法。选择评估因素时,采用的德尔菲法,然后,使用层次分析法解决了因素权重确定的难题。本文结尾通过对该薪酬方案实施后的跟踪反馈,显示了这是一套基本符合企业主导需求的,各方面满意度较高的薪酬方案。。
[Abstract]:As an important part of modern human resource management, salary management is very important to the realization of the whole company's development strategy. A reasonable compensation system can effectively attract, retain and motivate talents in the highly competitive talent market, thus maintaining the core competitiveness of the enterprise and making the enterprise in an invincible position in the fierce market competition. In every stage of enterprise development, compensation plays an irreplaceable role in attracting and reserving key talents. One of the problems that managers should pay close attention to is how to make the salary system play an important role in encouraging employees and improving organizational performance. Starting from the compensation system of Henan Mobile Zhoukou Branch, this paper first introduces and analyzes the main compensation theories, compensation schemes and methods and steps of salary design at home and abroad in view of the new situation. In the pay theory, the emphasis is placed on the modern wage theory. In the introduction of the salary scheme, the paper analyzes the respective characteristics, shortcomings and applicability of the three main salary schemes: the job-based scheme, the individual-based scheme and the performance-based compensation scheme. It also shows that in the practice of enterprises, there is a tendency to adopt mixed schemes. Then taking the traditional post-based compensation scheme as an example, this paper introduces the general procedure and steps in the design and implementation of the compensation scheme. Finally, on the basis of theoretical analysis, combined with the actual situation of Henan Mobile Zhoukou Branch, this paper puts forward a mixed compensation scheme, I. e. 3P, which is suitable for the company based on position and takes into account both personal factors and performance factors. In the post evaluation, the factor counting method is chosen as the evaluation method. The Delphi method is used to evaluate the factors, and then the analytic hierarchy process is used to solve the problem of determining the weight of factors. At the end of this paper, through the follow-up feedback after the implementation of the compensation scheme, it is shown that this is a set of salary schemes that basically meet the needs of the enterprises and have a high degree of satisfaction in all aspects.
【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】：F626;F272.92

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