基于效率工资理论的浦江双胞胎快运司机薪酬设计研究

发布时间：2018-03-14 16:23

本文选题：效率工资理论　切入点：民营企业　出处：《华东理工大学》2017年硕士论文　论文类型：学位论文

【摘要】：双胞胎快运作为浙江小微民营企业,目前为止不可避免的面临和普通民营发展前期一样的许多问题,本论文试图通过基于效率工资理论对其司机的当前薪酬制度从新设计,以解决当前企业所存在的问题,使得企业员工稳定,人工成本率固化,增加企业利润率,使得企业在与同行竞争中具有管理上的优势,从而抢占市场份额,以达到企业长远发展。本论文介绍了效率工资的理论背景知识,然后调查并分析双胞胎快运实际存在的问题,得出结论其落后薪酬制度是当前企业存在诸多问题的根源。接着以效率工资理论为依据提出新的薪酬制度以解决问题根源,通过模型分析证明以上新制度作为解决方法的正确性,最后总结全文,再此阐明小微民营企业存在的共性薪酬制度问题,并希望以此论文的效率工资理论及解决方法供其它民营企业作借鉴。本文主要取得了以下研究成果：(1)效率工资理论对于将薪酬作为纯成本的双胞胎快运有限公司具有重要启发的作用。提高工资可以提高生产率,适当高水平的工资可以降低企业成本,这对于将薪酬作为成本来看的双胞胎快运有限公司是一个启发。(2)公司内在薪酬的合理利用可以提高整体薪酬水平。考虑员工的这些心理需求,对其进行人本化的管理,可以补充仅仅使用物质薪酬激励的不足,从而提高整体薪酬的竞争水平。(3)要使双胞胎快运有限公司这样的物流企业与本地的国企的整体薪酬具有竞争力,不仅是使外在薪酬具有竞争力,还要建立一套完善科学的薪酬体制,使用各种途径提高内在薪酬,完善公司的司机最基本的福利保障制度。(4)薪酬制度的设计必须基于一个企业相对完善的整体管理框架。本文所认定的具有竞争力的薪酬是指整体薪酬具有较高水平。对双胞胎快运有限公司的薪酬制度的设定的前提是公司已经具备完善的整体管理框架基础。(5)加强福利计划与薪酬计划的配套,保证福利在薪酬中具有一定比例。员工的福利与基本工资、奖金是三个不可缺少的组成部分,他们各自发挥着不同的作用。双胞胎快运有限公司应根据企业的长远发展目标和企业的现实需要,确定福利在薪酬体系中的合理比例。(6)效率工资理论的运用的前提是劳动力市场上存在一定程度上的失业现象时,双胞胎快运有限公司使用效率工资才能保证调动企业司机工作的积极性。(7)双胞胎快运有限公司要留住经验丰富、业务熟练的司机应当与其利润共享,打开司机的晋升通道,这需要公司老板勇于提拔优秀司机进入管理层,所以司机薪酬待遇的改善需要,公司老板在管理方面改变观念与认识。(8)在可能的情况下,对不同类型的司机应有不同的薪酬组合。对不同能力、不同层面、不同经验甚至不同背景的员工,应该采取明显差异性的薪酬方案。(9)构建双重职业生涯通道,保证各种类型的司机都能得到有效激励。在公司帮助司机规划职业生涯的模式下,双胞胎快运有限公司的司机可以根据自身的特点选择发展通道,从而具备更多的发展机会。
[Abstract]:As the Zhejiang twins Express small and micro private enterprises, many problems now facing the same private and common development stage, this thesis based on the theory of efficiency wages on the current salary system the driver from the new design, to solve the problems existed in present enterprises, makes the enterprise staff stability, labor cost rate of curing, increase enterprise the profit rate, making enterprises in the management has the advantage and competition, to seize market share, in order to achieve the long-term development of the enterprise. This paper introduces the efficiency wage theory background knowledge, and then investigate and analyze the twins express problems, concludes its backward salary system is the root of the current enterprise has many problems. Then the efficiency wage theory as the basis of the new salary system in order to solve the root of the problem, through the analysis of the model shows that the above new system For the correctness of the solution, the final text of the summary, and then clarify the common problems this salary system of small private enterprises, and hopes the efficiency wage theory and solving method for other private enterprises for reference. In this paper, the main research results are as follows: (1) the efficiency wage theory as pure cost will pay for the twins Express Co., has an important inspiration role. Higher wages can improve productivity, appropriate high wages can reduce the cost of enterprise, it will pay for the cost of the twins as Express Co., is an inspiration. (2) the company's reasonable use of intrinsic compensation can improve the overall salary level. Considering these psychological needs of employees and for the people of the management of the supplement can only use the material incentive compensation, so as to improve the overall level of competition (3) to make. The twins Express Co., the logistics enterprises and local state-owned enterprises overall competitive salary, is not only the external salary is competitive, but also to establish a set of perfect and scientific compensation system, using a variety of ways to improve the intrinsic compensation, improve the company's drivers are the most basic welfare system. (4) the design of compensation system must be whole a relatively perfect enterprise management framework based on the identified competitive compensation refers to the overall salary has a higher level. The twins Express Co., the salary system is the premise of setting the company has overall management framework perfect. (5) to strengthen the welfare plan and compensation plan supporting, has guaranteed benefits in a certain proportion. The salary welfare and the basic wages of employees, bonuses are three indispensable components, they each play different as Twins. Express Co., should according to the needs of the enterprise's long-term development goals and the reality of the enterprise, determine a reasonable proportion of welfare in the salary system. (6) the premise of using the efficiency wage theory is the existence of unemployment in the labor market to a certain extent, the twins Express Co., use efficiency wage can guarantee the enthusiasm the driver of enterprise work. (7) twins Express Co., to retain experienced, skilled drivers should instead of profit sharing, promotion channels open to the driver, which requires the company to promote the outstanding driver boss into management, so the driver need to improve the remuneration of the company, the boss to change concept and understanding in the field of management. (8) where possible, for different types of drivers should have different compensation combination. For different capacity, different levels, different experiences and different backgrounds Employees should take the compensation plan significant differences. (9) to build a dual channel occupation career, ensure that all types of drivers can get effective incentive. To help the driver in the company's occupation career planning mode, twin Express Co., the driver can choose the development path according to its own characteristics, which have more development opportunities.

【学位授予单位】：华东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F259.23

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