XC公司薪酬体系研究与设计

发布时间：2018-05-03 07:22

本文选题：XC公司 + 国有企业　；参考：《西南财经大学》2014年硕士论文

【摘要】：企业薪酬管理是根据企业发展战略,就其所处的外部市场环境,选择适合企业内部当前阶段的薪酬策略,以指导薪酬体系的设计,并对薪酬体系实行动态管理,最终实现企业战略目标。 XC公司是2004年9月经政府批准成立的国有独资公司,公司主营业务为城乡配套基础设施建设、土地整理及相关的投融资、资产运营管理和房地产开发等。公司始终遵循政府投资项目与市场化项目兼顾的发展思路,将坚持走“精品城区”之路作为发展路径,深入推进城乡环境综合整治,努力建设生态宜居城市。经过十年的发展壮大,XC公司现已成为政府一级融资平台,承担着重要的投融资功能,也面临着战略发展机遇。然而目前,XC公司的薪酬管理存在诸如薪酬体系缺乏弹性、激励功能不足,绩效考核体系缺失,薪酬增长轨迹不清晰等一系列问题,缺乏内部公平性和外部竞争性,造成部分员工消极怠工、工作满意度降低、负能量积蓄,这对公司关键人才的吸引和保留非常不利。公司一直沿用的薪酬方案弊端日益显现,薪酬管理体系变革迫在眉睫。基于上述问题,XC公司需要具有全局性和长远性的战略眼光,更加关注员工职业生涯发展和绩效改进对公司持续繁荣、业绩提升的积极作用,因此设计有效的薪酬激励体系对人才的保有至关重要。本文针对XC公司薪酬体系现状设计了调查问卷,以期更准确地了解员工对目前薪酬体系的满意度,并结合现代薪酬理论,对薪酬体系改革方向进行研究分析,通过公司战略分析、岗位分析、岗位评价、市场薪酬调查与定位及薪酬方案设计、实施、评价等流程为XC公司设计出了薪酬管理体系方案。该方案针对不同岗位类别实施差异化的薪酬管理,如对公司核心人才采用年薪考核制,一般员工采用绩效工资与项目工作挂钩、与日常工作挂钩的形式,更好地发挥薪酬的激励作用。笔者期望能通过薪酬体系的设计最大程度地实现组织目标与员工个人目标的协调发展,为提高XC公司的人力资源管理水平、改善员工士气和组织氛围、增强竞争力奠定良好的基础,从而推动公司实现既定的战略发展目标,使公司未来能更好更快发展。同时,员工也能通过自身努力工作得到回报和认可,与组织一起共同成长。本文对同类型公司也有一定的借鉴意义和启示作用。
[Abstract]:According to the development strategy of the enterprise, the compensation management of the enterprise chooses the compensation strategy suitable for the present stage of the enterprise in order to guide the design of the compensation system and implement the dynamic management of the compensation system, according to the external market environment of the enterprise. Finally achieve the strategic objectives of the enterprise. XC Company is a wholly state-owned company approved by the government in September 2004. Its main business is infrastructure construction, land consolidation and related investment and financing, asset operation and management, real estate development and so on. The company has always followed the government investment project and market-oriented project development thinking, will adhere to the "fine city" as the development path, in-depth promotion of urban and rural environmental comprehensive renovation, and strive to build an eco-livable city. After ten years' development, XC Company has become the first level financing platform of the government, which bears the important function of investment and financing, and also faces the opportunity of strategic development. However, there are a series of problems, such as lack of flexibility of compensation system, lack of incentive function, lack of performance appraisal system, lack of clear track of salary growth, lack of internal fairness and external competition, etc. As a result, some employees work slowly, job satisfaction reduced, negative energy savings, which is very bad for the company to attract and retain key talent. The drawback of the salary scheme that the company has been using is increasingly apparent, and the reform of the salary management system is imminent. Based on the above problems, XC needs to have a strategic vision of overall and long-term, and pay more attention to the positive effect of employee career development and performance improvement on the continued prosperity and performance improvement of the company. Therefore, the design of an effective salary incentive system is crucial to the retention of talent. In this paper, a questionnaire is designed for the present situation of the compensation system of XC Company, in order to understand the satisfaction of the employees to the current compensation system more accurately, and combine with the modern salary theory to study and analyze the direction of the reform of the compensation system. Through the company strategy analysis, post analysis, post evaluation, market compensation survey and positioning and salary scheme design, implementation, evaluation and other processes designed for XC compensation management system. The scheme implements different salary management for different job categories, such as annual salary assessment system for core talents, performance pay and project work, and daily work. Better play the incentive role of compensation. Through the design of compensation system, the author expects to achieve the coordinated development of organizational goals and individual goals of employees to the greatest extent, in order to improve the level of human resources management, improve the morale and organizational atmosphere of XC Company. Strengthen the competitiveness of the company to lay a good foundation to promote the company to achieve the established strategic development goals, so that the company can better and faster development in the future. At the same time, employees can work hard through their own reward and recognition, and grow together with the organization. This article also has the certain reference significance and the enlightenment function to the same type company.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92

【参考文献】