基于双因素理论的A公司薪酬优化设计
发布时间：2018-12-30 13:38
【摘要】：A公司是一个以港口装卸、仓储及水路运输代理为主营业务的国有公司制物流企业。近几年由于物流行业发展迅猛,行业内部竞争越来越激烈,导致A公司的经营利润一再被压缩。目前,A公司的人力成本居高不下,而业务量处于稍微下滑趋势,经公司初步调研发现,其主要原因是原有的薪酬管理体系与营业收入和营业成本挂钩不紧密,导致员工积极性不高,在工作中浪费成本的现象较多。因此,A公司对其薪酬管理体系优化势在必行。双因素理论认为,保障因素和激励因素是员工薪酬管理的两个方面。对于A公司来讲,优化薪酬体系,亟待建立一套涵盖保障因素和激励因素的薪酬确定和实施制度。A公司目前的薪酬机制中,员工薪酬组成为三个方面:保底工资、绩效工资和福利工资。其中,保底工资和福利工资作为员工工作的保障因素,保障了员工日常情况下的基本生活水平,以及在退休、生病、生育等特殊状况下的生活水准不降低,本文将其归为“保障性薪酬”。而绩效工资与员工的工作绩效直接挂钩,起到激励员工努力工作、提高绩效的作用。本文针对该公司薪酬管理体系中的保底工资、绩效工资和福利工资这三项进行了优化,并建立了奖励机制和股权激励机制,目标是建立“同工同酬,机会均等”的薪酬管理体系。本文优化设计的薪酬管理体系对于解决该公司目前薪酬管理存在的问题有着直接的现实意义,对于其他同行业的公司也有一定的参考价值。
[Abstract]:A company is a port loading and unloading, warehousing and waterway transportation agent as the main business of state-owned company logistics enterprises. In recent years, due to the rapid development of the logistics industry, the competition within the industry is becoming more and more fierce, resulting in A company's operating profit has been compressed again and again. At present, the labor costs of Company A remain high, while the volume of business is in a slight downward trend. After preliminary investigation, the company finds that the main reason for this is that the original salary management system is not closely linked to operating income and operating costs. Lead to staff enthusiasm is not high, waste in the work of the phenomenon of cost more. Therefore, A company to its salary management system optimization is imperative. According to the theory of two factors, guarantee factor and incentive factor are two aspects of employee salary management. For Company A, it is urgent to establish a set of compensation determination and implementation system covering both safeguard factors and incentive factors to optimize the compensation system. In the current compensation mechanism of A Company, the salary composition of employees is three aspects: guaranteed salary, Performance pay and welfare pay. Among them, the guaranteed wage and welfare wage, as the guarantee factors for employees' work, ensure the basic standard of living of the employees under the daily conditions, and the standard of living under special conditions such as retirement, illness, childbirth, etc., does not decrease. This article classifies it as "indemnificatory salary". Performance pay directly linked with the performance of employees, play a role in encouraging employees to work hard, improve performance. This paper optimizes the three items of guaranteed wage, performance wage and welfare salary in the salary management system of the company, and establishes the incentive mechanism and the equity incentive mechanism, the goal of which is to establish "equal pay for equal work," Equal opportunities "salary management system The salary management system optimized in this paper has direct practical significance for solving the problems existing in the current compensation management of the company, and also has certain reference value for other companies in the same industry.
【学位授予单位】：重庆理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F552.6;F272.92
本文编号：2395653
[Abstract]:A company is a port loading and unloading, warehousing and waterway transportation agent as the main business of state-owned company logistics enterprises. In recent years, due to the rapid development of the logistics industry, the competition within the industry is becoming more and more fierce, resulting in A company's operating profit has been compressed again and again. At present, the labor costs of Company A remain high, while the volume of business is in a slight downward trend. After preliminary investigation, the company finds that the main reason for this is that the original salary management system is not closely linked to operating income and operating costs. Lead to staff enthusiasm is not high, waste in the work of the phenomenon of cost more. Therefore, A company to its salary management system optimization is imperative. According to the theory of two factors, guarantee factor and incentive factor are two aspects of employee salary management. For Company A, it is urgent to establish a set of compensation determination and implementation system covering both safeguard factors and incentive factors to optimize the compensation system. In the current compensation mechanism of A Company, the salary composition of employees is three aspects: guaranteed salary, Performance pay and welfare pay. Among them, the guaranteed wage and welfare wage, as the guarantee factors for employees' work, ensure the basic standard of living of the employees under the daily conditions, and the standard of living under special conditions such as retirement, illness, childbirth, etc., does not decrease. This article classifies it as "indemnificatory salary". Performance pay directly linked with the performance of employees, play a role in encouraging employees to work hard, improve performance. This paper optimizes the three items of guaranteed wage, performance wage and welfare salary in the salary management system of the company, and establishes the incentive mechanism and the equity incentive mechanism, the goal of which is to establish "equal pay for equal work," Equal opportunities "salary management system The salary management system optimized in this paper has direct practical significance for solving the problems existing in the current compensation management of the company, and also has certain reference value for other companies in the same industry.
【学位授予单位】：重庆理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F552.6;F272.92
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