A供水公司薪酬体系优化研究
发布时间：2018-08-01 16:51
【摘要】：作为现代企业制度的核心,薪酬体系对于各层次劳动者群体都具有重要的实践性,因此从基础员工到高层管理层,对薪酬体系的关注程度较高。而较为完善且科学的薪酬管理制度,不仅对于提振员工积极性有正向激励作用,并且对于提高劳动者的企业归属感、培育劳动者的忠诚度,激励劳动者的创造能力都具有良好的作用。此外,在薪酬体系的实施过程中,还具有一种管理上的杠杆作用,可以实现优良管理制度的放大效应,协助复杂的劳动关系问题的解决。因此,良好科学的薪酬管理体系,可以实现劳动生产能力的叠加效应,激励劳动者提高劳动生产力及创造能力,并最终实现企业核心竞争力的提高。本文以国有企业A供水公司为研究对象,发现其薪酬体系为上世纪末制订形成的。当时历史背景已经与当下的经济环境发生较大变化,更多对于分配与激励的积极意义无法合理释放。A公司薪酬体系问题在当前集中表现在过于强调平均分配,丧失激励作用以及薪资结构不科学等多方面。随着国企改革的不断深入,深层问题不断涌现,而现有薪酬体系本身制约下,标准无法统一、定价体系繁杂、核心岗位招聘缺口、核心人才留住困难等问题,严重影响企业的长期发展。如何优化新形势下A公司薪酬体系,针对性的提出相应的解决办法,协助企业薪酬得理想的效果,即为本文研究的核心。本文A公司从薪酬体系优化的目的、思路以及到优化设计的内容在到薪酬体系优化设计的监测控制等方面构建一套适用于A公司的薪酬体系,以期为公司发展提供动力。本文的内容主要从五章进行展开。第一部分为绪论,主要对本文所要进行的研究背景、研究意义以及目前国内外的研究前沿与核心理论进行阐述等。而在第二部分中,主要对企业的薪酬体系的相关基本理论进行了论述。主要介绍薪酬体系相关概念及理论,为后文薪酬体系的改革与优化分析奠定基础;第三部分,主要介绍了以A公司为例的水利行业国有企业整体及个别的薪酬体系现状,查找分析当前国有企业进行薪酬体系面临的主要问题,进而阐明国有企业生产经营中进行薪酬体系改革的必要性与可行性;第四部分,国有企业薪酬体系案例分析与设计。精选国企系内具有挖掘价值的典型案例深入分析,根据不同薪酬给与方式,分别对包括薪酬划分标准、薪酬发放形式、薪酬评定等级标准、薪酬制度设计等在在内的不同内容进行了具体设计。并采用一定的数据测算的方法,对薪酬设计后可能带来的收入分配合理及企业效益提高加以简要的论证,同时对设计前的薪酬可能性结果进行比较分析,并对改革开放后我国国有企业薪酬体系进行理论介绍,进一步阐述国有企业进行薪酬体系的现实意义;第五部分,总结薪酬体系制度改革的对策和经验。总结上述案例在中的薪酬分配制度的改革步骤与经验借鉴,进而引申并惠及整个水利行业,通过科合法有效的薪酬制度改革及设计建议,促进国有企业的成本控制及生产效率提高,进而最终提高A公司为代表下整体企业的薪酬激励及利润综合水平。
[Abstract]:As the core of the modern enterprise system, the salary system has an important practicality for all levels of workers. Therefore, from the basic staff to the senior management, pay attention to the salary system is high. And a more perfect and scientific salary management system not only has a positive incentive to stimulate the enthusiasm of employees, but also has a positive effect on the promotion of employees' enthusiasm. The sense of belonging of the high workers, the loyalty of the workers and the creative ability of the workers all have a good effect. In addition, in the implementation of the salary system, it has a kind of managerial leverage, which can realize the magnifying effect of the excellent management system and help the solution of the complicated labor relations. The scientific salary management system can realize the superposition effect of the labor production capacity, encourage the workers to improve the productivity and creativity, and finally achieve the improvement of the core competitiveness of the enterprises. This paper takes the A water supply company of the state-owned enterprises as the research object and finds that the salary system has been formulated at the end of the last century. With the current economic environment, more changes have taken place in the current economic environment, and more of the positive significance of the distribution and incentive can not reasonably release the problem of.A compensation system in many aspects, such as excessive emphasis on average distribution, loss of incentive and unscientific salary structure. With the deepening of reform of state-owned enterprises, the deep problems are constantly emerging, Under the existing salary system itself, the standard can not be unified, the pricing system is complex, the core post recruitment gap, the core talent retention difficulties and other problems seriously affect the long-term development of the enterprise. How to optimize the A company compensation system under the new situation, put forward the corresponding solutions to help the enterprise pay the ideal effect, that is, this article At the core of the research, A company has constructed a set of compensation system for A company from the aim of optimization of the salary system and the content of the optimization design to the monitoring and control of the optimization design of the salary system, in order to provide power for the development of the company. The content of this article is mainly carried out from the five chapters. The first part is the introduction, the main part. The research background, research significance and the research frontier and core theory at home and abroad are expounded. In the second part, the basic theories of the salary system are mainly discussed. The related concepts and theories of the salary system are mainly introduced, which lays a foundation for the reform and optimization analysis of the later salary system. The third part mainly introduces the present situation of the whole and individual salary system of the state-owned enterprises in the water industry, which takes A as an example, finds and analyzes the main problems facing the current state-owned enterprises' salary system, and then clarifies the necessity and feasibility of the reform of the salary system in the production and operation of the state-owned enterprises; the fourth part, the state-owned enterprise The case analysis and design of the industry salary system. The typical cases in the state-owned enterprises are carefully analyzed. According to the different compensation methods, the different contents, including the salary division standard, the salary distribution form, the salary rating standard, the salary system design and so on, are respectively designed. According to the method of calculation, it gives a brief demonstration of the reasonable income distribution and the improvement of the enterprise benefit after the salary design. At the same time, it compares and analyses the result of the salary possibility before the design, and gives a theoretical introduction to the salary system of the state-owned enterprises after the reform and opening up, and expounds the reality of the salary system of the state-owned enterprises. The fifth part, summarize the countermeasures and experience of the reform of the salary system system, summarize the reform steps and experience of the compensation distribution system in the above cases, and further extend and benefit the whole water conservancy industry, and promote the cost control and production efficiency of the state-owned enterprises through the reform of the legal and effective compensation system and the design suggestions. And ultimately improve the salary incentive and profit level of A company as a representative of the whole enterprise.
【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F299.23;F272.92
本文编号：2158218
[Abstract]:As the core of the modern enterprise system, the salary system has an important practicality for all levels of workers. Therefore, from the basic staff to the senior management, pay attention to the salary system is high. And a more perfect and scientific salary management system not only has a positive incentive to stimulate the enthusiasm of employees, but also has a positive effect on the promotion of employees' enthusiasm. The sense of belonging of the high workers, the loyalty of the workers and the creative ability of the workers all have a good effect. In addition, in the implementation of the salary system, it has a kind of managerial leverage, which can realize the magnifying effect of the excellent management system and help the solution of the complicated labor relations. The scientific salary management system can realize the superposition effect of the labor production capacity, encourage the workers to improve the productivity and creativity, and finally achieve the improvement of the core competitiveness of the enterprises. This paper takes the A water supply company of the state-owned enterprises as the research object and finds that the salary system has been formulated at the end of the last century. With the current economic environment, more changes have taken place in the current economic environment, and more of the positive significance of the distribution and incentive can not reasonably release the problem of.A compensation system in many aspects, such as excessive emphasis on average distribution, loss of incentive and unscientific salary structure. With the deepening of reform of state-owned enterprises, the deep problems are constantly emerging, Under the existing salary system itself, the standard can not be unified, the pricing system is complex, the core post recruitment gap, the core talent retention difficulties and other problems seriously affect the long-term development of the enterprise. How to optimize the A company compensation system under the new situation, put forward the corresponding solutions to help the enterprise pay the ideal effect, that is, this article At the core of the research, A company has constructed a set of compensation system for A company from the aim of optimization of the salary system and the content of the optimization design to the monitoring and control of the optimization design of the salary system, in order to provide power for the development of the company. The content of this article is mainly carried out from the five chapters. The first part is the introduction, the main part. The research background, research significance and the research frontier and core theory at home and abroad are expounded. In the second part, the basic theories of the salary system are mainly discussed. The related concepts and theories of the salary system are mainly introduced, which lays a foundation for the reform and optimization analysis of the later salary system. The third part mainly introduces the present situation of the whole and individual salary system of the state-owned enterprises in the water industry, which takes A as an example, finds and analyzes the main problems facing the current state-owned enterprises' salary system, and then clarifies the necessity and feasibility of the reform of the salary system in the production and operation of the state-owned enterprises; the fourth part, the state-owned enterprise The case analysis and design of the industry salary system. The typical cases in the state-owned enterprises are carefully analyzed. According to the different compensation methods, the different contents, including the salary division standard, the salary distribution form, the salary rating standard, the salary system design and so on, are respectively designed. According to the method of calculation, it gives a brief demonstration of the reasonable income distribution and the improvement of the enterprise benefit after the salary design. At the same time, it compares and analyses the result of the salary possibility before the design, and gives a theoretical introduction to the salary system of the state-owned enterprises after the reform and opening up, and expounds the reality of the salary system of the state-owned enterprises. The fifth part, summarize the countermeasures and experience of the reform of the salary system system, summarize the reform steps and experience of the compensation distribution system in the above cases, and further extend and benefit the whole water conservancy industry, and promote the cost control and production efficiency of the state-owned enterprises through the reform of the legal and effective compensation system and the design suggestions. And ultimately improve the salary incentive and profit level of A company as a representative of the whole enterprise.
【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F299.23;F272.92
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