A公司华立项目人员全面报酬激励体系设计

发布时间：2018-03-19 11:13

本文选题：城市规划项目　切入点：项目人力资源管理　出处：《电子科技大学》2015年硕士论文　论文类型：学位论文

【摘要】：随着对项目管理这一新兴的管理方式研究的深入,越来越多的企业和研究人员注意到,项目管理中“人”作为项目主体的重要性,如何采用合理的方式更好的激励项目团队成员发挥能力和潜力,提高成员及团队的工作绩效,越来越引起项目管理工作者的重视。重庆A规划设计有限公司(以下简称A公司)是一家以城市规划、建筑、旅游规划设计为主导产业的综合设计机构和高科技咨询专业公司。公司成立于2007年,采用项目管理为基础运作模式,其业务类型跨越城市规划设计、建筑设计、景观设计等多个规划设计类别。近年来,随着公司规模的不断增大和生产能力的不断提高,A公司在项目人员薪酬管理和激励方面存在的问题逐步凸现出来。项目成员工作动力和热情不足,工作积极性下降,优秀人员流失现象严重,最终影响了项目运行和项目质量。如何建立有效的薪酬激励体系,在兼顾成本控制的同时,充分考虑到对项目制员工进行人力资源管理的特殊性,成为目前A公司项目管理过程中迫切需要解决的问题。为此,笔者以A公司此次承接的华立城市规划项目为研究对象,设计了项目团队人员的全面报酬激励体系。本研究在问卷调查和深入访谈的基础上,针对华立项目人员调查中反映的焦点问题,对项目人员的薪酬福利、职业发展、员工培训这三方面进行再设计;在不增加总的人工成本的基础上,调整项目人员的薪酬福利结构,以达到激励项目人员的工作积极性、吸引与留住优秀项目人的目的。在薪酬福利再设计部分,从项目和人员两方面出发,充分考虑了项目价值、项目绩效与员工贡献价值、员工能力及实际绩效等多方面在薪酬中的体现,并以重庆市相关行业市场薪酬数据为参考,对薪酬水平进行调整,营造组织内外部公平感;进一步丰富了可选福利的内容;在项目人员培养方面,采用导师制的模式,增加对项目人员工作情绪管理和全过程绩效辅导,满足了项目人员在能力提升和组织关怀方面的需求;在员工晋升方面,设计了一套详细且有针对性的晋升考核标准,使员工晋升有了可遵循的依据。再设计方案考虑到项目制人员薪酬和激励体系设计的特殊性,希望为项目制人员全面报酬激励体系的设计提供有效的建设方法,以便更好地打造项目管理和运营的人力资本。
[Abstract]:With the deepening of the research on project management, more and more enterprises and researchers have noticed the importance of "people" as the main body of the project in project management. How to use reasonable ways to motivate project team members to realize their ability and potential, and to improve the performance of members and teams, Chongqing A Planning and Design Co., Ltd (hereinafter referred to as "A Company") is a city planning, building, Tourism planning and design is the leading industry of comprehensive design institutions and high-tech consulting professional companies. Founded in 2007, the company uses project management as the basic operating mode, its business types span urban planning and design, architectural design, Landscape design and other planning and design categories. In recent years, With the increasing size of the company and the continuous improvement of the production capacity, the problems existing in the salary management and incentive of the project personnel are gradually emerging. The project members have insufficient motivation and enthusiasm to work, and the enthusiasm of the project members has declined. The phenomenon of excellent personnel loss is serious, which ultimately affects the project operation and project quality. How to establish an effective salary incentive system, while taking into account the cost control, fully consider the particularity of human resource management for project staff. It is an urgent problem to be solved in the process of project management of A Company. Therefore, the author takes the Huali Urban Planning Project undertaken by A Company as the research object. On the basis of questionnaire survey and in-depth interview, this study aims at the focus problems reflected in the survey of project personnel, and the compensation, welfare and career development of the project personnel. Redesign the three aspects of employee training, adjust the salary and welfare structure of the project personnel without increasing the total labor cost, so as to motivate the project personnel to work actively. The purpose of attracting and retaining outstanding project personnel. In the compensation and benefits redesign part, the project value, project performance and employee contribution value are fully considered in terms of project and personnel. The employees' ability and actual performance are reflected in the compensation, and the compensation level is adjusted to create a sense of internal and external equity, which enriches the content of the optional benefits, taking the relevant industry market compensation data of Chongqing as the reference. In the aspect of project personnel training, the model of tutor system is used to increase the work emotion management and the whole process performance guidance of the project personnel, which meets the needs of the project personnel in terms of ability improvement and organizational care, as well as the promotion of the staff. This paper designs a set of detailed and targeted criteria for promotion assessment, which makes the promotion of employees have a basis to follow. The redesigned scheme takes into account the particularity of the design of salary and incentive system of project staff. It is hoped to provide an effective construction method for the design of the overall reward incentive system for project workers, so as to better build the human capital for project management and operation.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.92

【共引文献】