JLGY公司薪酬体系再设计方案

发布时间：2018-01-01 16:35

本文关键词：JLGY公司薪酬体系再设计方案　出处：《西南交通大学》2015年硕士论文　论文类型：学位论文

【摘要】：薪酬管理体系是公司人力资源管理体系中重要的组成部分,其设计的是否科学合理将直接影响公司的发展。科学、系统、规范地对薪酬体系进行设计,使公司有可能在瞬息万变的市场竞争环境中得以生存、发展显得尤为重要。本文主要针对国有企业JLGY公司薪酬体系进行再设计。JLGY公司(含改制前)已有50多年的发展历史,近几年,由于受到产品结构、管理水平等因素的影响,经营效益逐年下滑,薪酬管理过程中存在,组织机构臃肿,富余人员过多,吃大锅饭思想严重,薪酬水平偏低薪幅过窄,激励体系设计不合理,员工满意度不高,绩效考核没细则,绩效考核流于形式,以至于内部矛盾不断扩大,现已影响到公司的生存发展。在此背景下,笔者在了解了薪酬管理演变历史,学习了薪酬管理相关知识后,通过对JLGY公司薪酬体系的现状和存在的问题的分析,提出了‘'JLGY公司薪酬体系再设计方案”(以下简称“方案”),“方案”明确了薪酬设计目标和总体思路,确定了薪酬设计程序,将JLGY公司与当地同类型企业的薪酬现状进行了对比分析,充分考虑到JLGY公司不同类型岗位特点,中层管理人员采用年薪制、研发人员采用基薪加项目奖金制、营销人员采用基薪加销售提成制、后勤管辅人员采用岗位职责与工作业绩考核挂钩工资制等方式重塑JLGY公司薪酬架构,详细阐述各种分配制度,明确了绩效考核办法和绩效考核指标,并对员工福利进行规范统一。同时,在“方案”进入评审、实施阶段后,JLGY公司将采取的一系列实施保障措施,如公司内部沟通方案,建立组织保障,加大公司的宣传、培训力度,同时出台相关制度,逐步推进“方案”的实施。最后对方案进行了评价,并提出了后续改进的思路。
[Abstract]:Compensation management system is an important part of the human resources management system of the company. Whether the design of compensation system is scientific and reasonable will directly affect the development of the company. Make it possible for the company to survive in the rapidly changing market competition environment. The development is particularly important. This article mainly aimed at state-owned enterprise JLGY company salary system redesign. JLGY company (including before the restructuring) has more than 50 years of development history, in recent years. Due to the influence of product structure, management level and other factors, the operating efficiency declines year by year, the salary management process exists, the organization is bloated, the surplus personnel is too many, and the thought of eating big pot and rice is serious. The salary level is too low, the salary range is too narrow, the incentive system is not reasonable, the employee satisfaction is not high, the performance appraisal has no detailed rules, the performance appraisal is a formality, so the internal contradiction expands constantly. It has affected the survival and development of the company. In this context, I understand the evolution of compensation management history, after learning the relevant knowledge of compensation management. Based on the analysis of the present situation and the existing problems of the compensation system of JLGY Company, this paper puts forward the redesign scheme of the compensation system of JLGY Company (hereinafter referred to as "the Scheme"). The "scheme" clarifies the salary design goal and the overall idea, determines the salary design procedure, and makes a comparative analysis of the compensation status of JLGY company and the local enterprises of the same type. Considering the characteristics of different types of positions in JLGY company, middle managers adopt annual salary system, R & D personnel adopt base salary plus project award system, and marketing personnel adopt base salary plus sales commission system. Logistics management assistant staff to use the post responsibilities and performance appraisal linked to wage system and other ways to reshape the salary structure of JLGY company, elaborate on various distribution systems, clear performance appraisal methods and performance evaluation indicators. At the same time, JLGY company will take a series of implementation safeguards, such as internal communication program, establish organizational security after the "program" into the review, implementation phase of the JLGY company will take a series of implementation safeguards. Increase the company's propaganda, training, at the same time introduce the relevant system, step by step to promote the implementation of the "program." finally, the program was evaluated, and put forward the train of thought for further improvement.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

【参考文献】