CBD公司薪酬体系的诊断与再造

发布时间：2018-03-25 03:37

本文选题：岗位评价　切入点：薪酬体系再设计　出处：《华中科技大学》2013年硕士论文

【摘要】：不同的员工对薪酬的理解不同，一般来说，大部分员工更愿意把薪酬理解为自身的价值的体现、企业对自己工作认同程度的体现，甚至是员工个人能力和未来发展前景的衡量标准。因此，懂得尊重人才的企业往往会利用薪酬，薪酬不仅会保障员工生存与发展所需的资源，满足员工日常生活的物质需求，解决员工的后顾之忧，还能留住人才，激励员工充分发挥其聪明才智，使员工与企业共同发展。从劳动力的供需关系来看，如果一个行业劳动力供不应求，往往会表现为这一行业的薪酬水平呈上升趋势，而薪酬的增加会吸引其他行业、职业劳动力向劳动力紧缺的行业流动，促使劳动力供需平衡，也将薪酬维持在适当的水平，促进各行业劳动力的平衡及各行业的和谐发展。本文以上市房地产企业CBD公司为研究对象，通过文献阅读法、访谈法、岗位分析法、薪酬调查法等手段，找出存在于该企业薪酬体系中的问题，分析和研究如何建立适合企业自身发展及管理需求的薪酬体系方案，使其能够在新的市场环境和经营战略条件下，吸引更多的人才，同时留住企业现有的人才，并促使他们将其拥有的知识、技能及创造力真正地转化为企业的核心竞争力，最终实现企业与员工利益双赢的局面。本论文通过对公司现有岗位、薪酬构成进行分析，着重对CBD公司各系列岗位的薪酬激励体系进行再设计。并对改革后的人工成本测算及薪酬管理维护进行再研究。最后，对本次薪酬再造的理论及实践意义进行了归纳，，对在实施中过程中可能遇到的问题进行了讨论，提出建设性意见，可能对同类企业具有启发意义。
[Abstract]:Generally speaking, most employees are more willing to understand salary as the embodiment of their own value and the degree of recognition of their own work. Therefore, enterprises that know how to respect talent tend to take advantage of salary, which not only guarantees the resources needed for employees' survival and development, but also meets the material needs of employees' daily life. To solve employees' worries, to retain talents, to encourage employees to give full play to their intelligence, and to enable employees to develop together with enterprises. From the point of view of the supply and demand of labor force, if the supply of labor in an industry exceeds supply, They tend to show an upward trend in pay levels in this industry, and pay increases will attract other industries. The flow of professional labour to industries with scarce labour force will promote the balance between supply and demand of labour, and will also maintain the salary at an appropriate level. Promote the balance of labor force and harmonious development of all industries. This article takes CBD Company of listed real estate enterprise as the research object, through literature reading method, interview method, post analysis method, salary survey method and so on, finds out the problems existing in the compensation system of this enterprise. This paper analyzes and studies how to set up a salary system suitable for the enterprise's own development and management needs, so that it can attract more talents under the new market environment and management strategy, and at the same time, retain the existing talents of the enterprise. It also urges them to transform their knowledge, skills and creativity into the core competitiveness of the enterprise, and finally realize the win-win situation of the interests of the enterprise and its employees. Through the analysis of the existing positions and salary composition of the company, this paper focuses on the redesign of the salary incentive system of each series of posts in CBD Company, and restudies the labor cost calculation and the salary management and maintenance after the reform. Finally, This paper sums up the theoretical and practical significance of this compensation reengineering, discusses the problems that may be encountered in the process of implementation, and puts forward constructive suggestions, which may be of enlightening significance to the similar enterprises.
【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92

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