L电子商务公司的薪酬体系升级研究
发布时间：2018-07-21 12:47
【摘要】：在这个移动互联网经济圈迅速崛起的新时代,如何在白热化的商业竞争中长期立于不败之地,人力资源管理已经成为越来越不容忽视的关键因素。作为人力资源管理核心模块之一的薪酬体系,若能与企业发展战略有机结合,将在企业对优秀人才的吸引、保留和激励方面扮演重要角色,并且帮助传承企业核心价值观,有助于实现企业与员工之间的双赢。 L公司是一家中小型主营运动品类商品在线销售的电子商务公司,属于典型的快速销售型企业,电子商务客户服务与运营人员占员工的大部分。当公司经营业绩快速发展,其人力资源管理却没有跟上主营业务发展的节奏,公司的管理水平和发展状况并不同步。笔者对L公司薪酬管理方面存在的问题进行了较为深入的分析,并对薪酬体系制定量身打造的升级设计方案。本文的研究重点在于如何理论结合实际,为L公司量身定做行之有效的薪酬体系。 本文共分为六个部分。第一部分绪论,主要介绍本文的选题背景及意义,研究内容,论文结构与研究方法。第二部分是薪酬体系设计的理论综述,该部分对薪酬的概念及构成、薪酬的功能、薪酬的影响因素、薪酬模式、薪酬策略和薪酬设计的原则和流程进行阐述。第三部分介绍了L公司的基本情况,主要介绍了该公司人力资源管理现状以及薪酬体系现状,并深入分析了L公司薪酬体系存在的五个方面问题。第四部分介绍了L公司薪酬体系的改进方案,提出了薪酬体系升级的目标和策略,介绍了薪酬体系升级的准备工作和核心内容。第五部分介绍了薪酬体系改进的实施和保障,介绍了实施的关键步骤,实施难点并进行了成本预估,介绍了相关的流程与制度的完善,并进行了实施效果预测。第六部分为结论部分,介绍了本文的主要结论以及可持续改善的空间。 本文从L公司的实际情况和薪酬管理的具体问题出发,参考薪酬管理的相关理论,研究并探讨合理有效的薪酬体系再设计方案。这一方案,不仅适用于快速发展中的L公司,也对与L公司类似的电子商务公司较为适用,对于传统载体为营销平台的快速销售企业也有一定的借鉴与参考意义。
[Abstract]:In this new era of the rapid rise of mobile Internet economic circle, human resource management has become a key factor that can not be ignored more and more, how to stay in an invincible position in the white-hot business competition for a long time. As one of the core modules of human resource management, if the compensation system can be combined with the enterprise development strategy, it will play an important role in attracting, retaining and encouraging the outstanding talents, and will help to pass on the core values of the enterprise. Company L is a small and medium-sized e-commerce company that sells sports goods online, which is a typical fast selling enterprise. E-commerce customer service and operation staff account for the majority of employees. When the company's business performance develops rapidly, its human resource management does not keep up with the rhythm of the main business development, the management level and the development condition of the company are not synchronized. The author makes a deep analysis of the problems existing in the compensation management of L Company, and formulates a tailor-made upgrade design scheme for the compensation system. The focus of this paper is how to combine theory with practice and make effective compensation system for L Company. This paper is divided into six parts. The first part introduces the background and significance of this paper, research content, structure and research methods. The second part is a review of the theory of compensation system design. This part describes the concept and composition of compensation, the function of salary, the influencing factors of compensation, the compensation model, the compensation strategy and the principle and process of salary design. The third part introduces the basic situation of company L, mainly introduces the current situation of human resources management and compensation system of the company, and deeply analyzes the five aspects of the compensation system of L company. The fourth part introduces the improvement scheme of compensation system of L company, puts forward the goal and strategy of salary system upgrade, and introduces the preparation work and core content of salary system upgrade. The fifth part introduces the implementation and guarantee of the salary system improvement, introduces the key steps of the implementation, the implementation difficulties and the cost estimate, introduces the improvement of the relevant process and system, and forecasts the effect of the implementation. The sixth part is the conclusion, which introduces the main conclusions and the space of sustainable improvement. Based on the actual situation of L Company and the specific problems of salary management, this paper studies and discusses the reasonable and effective compensation system redesign scheme with reference to the relevant theories of compensation management. This scheme is not only suitable for the rapid development of L company, but also suitable for the similar e-commerce company. It is also useful for the fast selling enterprises with traditional carrier as the marketing platform.
【学位授予单位】：厦门大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F724.6
本文编号：2135576
[Abstract]:In this new era of the rapid rise of mobile Internet economic circle, human resource management has become a key factor that can not be ignored more and more, how to stay in an invincible position in the white-hot business competition for a long time. As one of the core modules of human resource management, if the compensation system can be combined with the enterprise development strategy, it will play an important role in attracting, retaining and encouraging the outstanding talents, and will help to pass on the core values of the enterprise. Company L is a small and medium-sized e-commerce company that sells sports goods online, which is a typical fast selling enterprise. E-commerce customer service and operation staff account for the majority of employees. When the company's business performance develops rapidly, its human resource management does not keep up with the rhythm of the main business development, the management level and the development condition of the company are not synchronized. The author makes a deep analysis of the problems existing in the compensation management of L Company, and formulates a tailor-made upgrade design scheme for the compensation system. The focus of this paper is how to combine theory with practice and make effective compensation system for L Company. This paper is divided into six parts. The first part introduces the background and significance of this paper, research content, structure and research methods. The second part is a review of the theory of compensation system design. This part describes the concept and composition of compensation, the function of salary, the influencing factors of compensation, the compensation model, the compensation strategy and the principle and process of salary design. The third part introduces the basic situation of company L, mainly introduces the current situation of human resources management and compensation system of the company, and deeply analyzes the five aspects of the compensation system of L company. The fourth part introduces the improvement scheme of compensation system of L company, puts forward the goal and strategy of salary system upgrade, and introduces the preparation work and core content of salary system upgrade. The fifth part introduces the implementation and guarantee of the salary system improvement, introduces the key steps of the implementation, the implementation difficulties and the cost estimate, introduces the improvement of the relevant process and system, and forecasts the effect of the implementation. The sixth part is the conclusion, which introduces the main conclusions and the space of sustainable improvement. Based on the actual situation of L Company and the specific problems of salary management, this paper studies and discusses the reasonable and effective compensation system redesign scheme with reference to the relevant theories of compensation management. This scheme is not only suitable for the rapid development of L company, but also suitable for the similar e-commerce company. It is also useful for the fast selling enterprises with traditional carrier as the marketing platform.
【学位授予单位】：厦门大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F724.6
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