A公司薪酬体系研究与改进设计

发布时间：2019-02-28 14:29

【摘要】：在现代企业管理中,薪酬管理是人力资源管理以及公司运营变革或转型过程中不可或缺的重要因素,与其他人力资源管理职能共同构成了公司使命、愿景以及战略目标实现的基石。作为现代企业人力资源管理中的一个重要组成部分,薪酬是企业激励员工的重要手段。企业为了有效地达成预定的战略目标,就必须调整原有的薪酬战略,通过构建适合企业发展战略的更科学合理的薪酬管理制度来引导员工的行为,使其行为有助于企业战略目标的实现。随着保险行业竞争的加剧,保险公司仅仅拥有好的产品、服务或者市场还不足以确保能够取得持续的成功。保险公司要想在竞争中取胜,就不能仅仅是高质量的保单,处理被保险人的理赔速度,或者是提高客户的满意度。公司必须注意强化那些能够让自己与其他同业公司区别开来的关键能力和核心能力。这种关键能力一方面表现为员工所掌握的知识、经验和技能,另一方面表现为员工以及员工群体的工作态度和工作价值观、工作动机、自我形象认知以及行为等,这些方面的能力对员工的要求越来越高,同时也会成为企业发展的重要基石。在这种情况下,企业要想在竞争中取得优势,就必须推动企业的薪酬管理的改变,通过薪酬管理体系的改进,提高员工对公司的忠诚度和归属感,鼓励员工获得更新技能、承担更大的责任以及实现更优的绩效,最终促进企业战略的实现。本文通过对市场薪酬、公司员工问卷调查的基础上,对人保财险A地市分公司薪酬管理现状进行了研究与改进,设计了一套适合企业目前发展战略的薪酬体系,以期望对A公司的薪酬管理给出建议。
[Abstract]:In modern enterprise management, salary management is an indispensable factor in the process of human resource management and the transformation or transformation of the company's operation, and together with other human resources management functions, it constitutes the mission of the company. Vision and the cornerstone of strategic goals. As an important part of modern enterprise human resource management, salary is an important means to motivate employees. In order to achieve the predetermined strategic goal effectively, the enterprise must adjust the original salary strategy, and guide the employees' behavior by constructing a more scientific and reasonable salary management system suitable for the development strategy of the enterprise. Make its behavior contribute to the realization of the strategic objectives of the enterprise. As competition intensifies in the insurance industry, insurance companies simply have good products, services or markets that are not enough to ensure sustained success. If an insurance company wants to win the competition, it must not just be a high-quality policy, deal with the insured's claim rate, or improve customer satisfaction. Companies must pay attention to strengthening key and core competencies that distinguish themselves from their peers. On the one hand, this key competence is represented by the knowledge, experience and skills acquired by the employee, on the other hand, the work attitude and work values, work motivation, self-image cognition and behavior of the employee and the group of employees, etc. These aspects of the ability to more and more high requirements for employees, but also will become an important cornerstone of enterprise development. In this case, if an enterprise wants to gain an advantage in competition, it must promote the change of the compensation management of the enterprise, improve the employee's loyalty to the company and the sense of belonging through the improvement of the compensation management system, and encourage the employees to acquire the updated skills. Take greater responsibility and achieve better performance, ultimately promote the realization of corporate strategy. Based on the survey of market salary and company staff questionnaire, this paper studies and improves the current situation of compensation management of PICC A branch, and designs a set of salary system suitable for the current development strategy of the enterprise. To give suggestions on compensation management of Company A with expectation.
【学位授予单位】：内蒙古大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3

【共引文献】