云南H保险中介公司薪酬体系设计
发布时间：2018-12-08 16:07
【摘要】：现代企业的间的竞争是“人才”的竞争,企业的核心竞争力取决于企业内部拥有多少具有积极、创新的人才。因此如何充分的利用人力资源手段,尤其是薪酬的激励作用来为企业吸引、保留、培育人才已经成为各大企业至关重要的问题。 薪酬管理是人力资源中的核心模块之一,科学有效的薪酬体系能够极大的激发员工的积极性和创造性,成为企业发展的中流支柱,为企业建立可持续发展优势,实现企业的战略目标。如何结合公司的战略目标,设计合理科学的薪酬体系,使企业在激烈的市场竞争中立于不败之地有着重要的现实意义。 本文在对云南H保险代理公司的员工薪酬现状进行了深入的调查研究的基础上,在人力资源管理中薪酬相关理论指导下,结合其公司长期战略目标及短期经营目标,通过职位分析、职位描述、职位评价,初步建立了以岗位价值为核心的薪酬体系；在对相关行业及岗位的市场价值充分调查分析的基础上,并兼顾企业内部公平,建立起符合企业运作发展的宽带薪酬结构、薪酬体系以及实施的保障措施,并对此次薪酬体系的创新点和局限性进行了总结；最后对薪酬体系设计做出了展望。 本文的目的在于为云南H保险中介公司建立一套适合该公司且相对科学的薪酬体系：合理控制人力成本,最大程度激发员工潜能为企业创造价值的同时,企业也能提供与之相符的薪酬,从而使企业与员工达到双赢的平衡状态。
[Abstract]:The competition among modern enterprises is the competition of "talents". The core competence of enterprises depends on the number of positive and innovative talents. Therefore, how to make full use of human resource means, especially the incentive role of salary to attract, retain and cultivate talents has become a crucial issue for large enterprises. Compensation management is one of the core modules in human resources. A scientific and effective compensation system can greatly stimulate the enthusiasm and creativity of employees, become the midstream pillar of enterprise development, and establish sustainable development advantages for enterprises. To achieve the strategic objectives of the enterprise. How to design a reasonable and scientific compensation system in combination with the company's strategic goal and make the enterprise in an invincible position in the fierce market competition has important practical significance. Based on the investigation and research on the present situation of employees' compensation in Yunnan H Insurance Agency Company, under the guidance of compensation theory in human resource management, this paper combines the long-term strategic objectives and short-term operating objectives of the company. Through position analysis, job description and job evaluation, a compensation system with the core of post value is established. On the basis of the full investigation and analysis of the market value of the related industries and positions, and taking into account the internal equity of the enterprise, the broadband salary structure, salary system and the safeguard measures implemented in line with the development of the operation of the enterprise are established. At the same time, the paper summarizes the innovation and limitation of the compensation system. Finally, the prospect of salary system design is made. The purpose of this paper is to set up a relatively scientific compensation system for Yunnan H Insurance intermediary Company: to control human costs reasonably and to maximize the potential of employees to create value for the enterprise at the same time, Enterprises can also provide commensurate compensation, so that enterprises and employees achieve a win-win balance.
【学位授予单位】：云南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3
本文编号：2368624
[Abstract]:The competition among modern enterprises is the competition of "talents". The core competence of enterprises depends on the number of positive and innovative talents. Therefore, how to make full use of human resource means, especially the incentive role of salary to attract, retain and cultivate talents has become a crucial issue for large enterprises. Compensation management is one of the core modules in human resources. A scientific and effective compensation system can greatly stimulate the enthusiasm and creativity of employees, become the midstream pillar of enterprise development, and establish sustainable development advantages for enterprises. To achieve the strategic objectives of the enterprise. How to design a reasonable and scientific compensation system in combination with the company's strategic goal and make the enterprise in an invincible position in the fierce market competition has important practical significance. Based on the investigation and research on the present situation of employees' compensation in Yunnan H Insurance Agency Company, under the guidance of compensation theory in human resource management, this paper combines the long-term strategic objectives and short-term operating objectives of the company. Through position analysis, job description and job evaluation, a compensation system with the core of post value is established. On the basis of the full investigation and analysis of the market value of the related industries and positions, and taking into account the internal equity of the enterprise, the broadband salary structure, salary system and the safeguard measures implemented in line with the development of the operation of the enterprise are established. At the same time, the paper summarizes the innovation and limitation of the compensation system. Finally, the prospect of salary system design is made. The purpose of this paper is to set up a relatively scientific compensation system for Yunnan H Insurance intermediary Company: to control human costs reasonably and to maximize the potential of employees to create value for the enterprise at the same time, Enterprises can also provide commensurate compensation, so that enterprises and employees achieve a win-win balance.
【学位授予单位】：云南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3
【参考文献】
相关期刊论文 前2条
1 马介强;平衡计分卡:定量化的战略绩效管理工具[J];中国劳动;2004年01期
2 于冬梅;企业薪酬体系设计探讨[J];学术交流;2004年04期
，本文编号：2368624
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