CSTH公司薪酬体系优化研究

发布时间：2018-01-06 05:19

本文关键词：CSTH公司薪酬体系优化研究　出处：《中南大学》2014年硕士论文　论文类型：学位论文

【摘要】：摘要：CSTH公司是由政府主导成立的市场化运作房地产类国有企业,自2010年成立起,其薪酬体系一直沿用控股母公司的模式,为典型的土地一级开发类型,导致CSTH公司的薪酬体系在房地产行业的竞争力偏低。同时,内部的薪酬分配差异化不明显,薪酬的激励作用趋于弱化。另外CSTH公司董事会只是对薪酬体系中的岗位薪酬标准进行审批,对年度薪酬总额的管控基本没有。针对以上问题,本文以CSTH公司作为研究对象,通过访问调查、问卷调查、数据模型分析和外部市场调查等方式对CSTH公司的人力资源和薪酬现状进行了全面而深入的诊断和分析,并结合人力资源管理相关理论和薪点式薪酬体系设计方法对该企业的薪酬体系的优化设计进行研究。本文对CSTH公司薪酬体系优化的要点：一是通过岗位价值评估,应用岗位薪点值设计思路,对每个岗位的价值进行量化；二是区分了业务序列、管理序列和职能序列的岗位价值贡献,并在薪酬体系中予以体现；三是实行薪酬总额控制原则,即先确定薪酬总额的“大蛋糕””,再根据岗位价值和绩效考核结果确定内部分配的“小蛋糕”；四是参照房地产行业市场薪酬水平调整薪酬标准,达到充分激发员工积极性,同时使其感到内部相对公平,发挥薪酬体系的保障和激励作用。
[Abstract]:The CEO CSTH company is a state-owned enterprise of real estate, which is established by the government. Since its establishment in 2010, its salary system has been in the mode of holding the parent company. As a typical type of land development, the compensation system of CSTH is low in the real estate industry. At the same time, the difference of internal salary distribution is not obvious. The incentive role of compensation tends to weaken. In addition, the board of directors of CSTH only approves the salary standards in the compensation system, and has little control over the total annual compensation. In view of the above problems, this paper takes CSTH Company as the research object, through the interview investigation, questionnaire survey. The data model analysis and the external market survey have carried on the comprehensive and thorough diagnosis and the analysis to the CSTH company's human resources and the salary present situation. Combined with the theory of human resource management and the design method of salary point compensation system, the optimization design of compensation system of this enterprise is studied. In this paper, the main points of CSTH compensation system optimization are as follows: first, the value of each post is quantified through the evaluation of the post value and the application of the design idea of the post salary point value; Second, it distinguishes the contribution of post value from business sequence, management sequence and function sequence, and embodies them in the compensation system. The third is to implement the principle of total salary control, that is, to determine the "big cake" of the total salary first, and then to determine the "cupcake" of the internal distribution according to the post value and the result of the performance appraisal. The fourth is to adjust the salary standard according to the compensation level of the real estate market, to fully stimulate the enthusiasm of the employees, at the same time to make them feel relatively fair inside, and to play the role of protection and incentive of the compensation system.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F299.233.4

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