电网施工企业技能操作人员薪酬激励研究

发布时间：2018-01-13 07:17

本文关键词：电网施工企业技能操作人员薪酬激励研究　出处：《浙江工业大学》2014年硕士论文　论文类型：学位论文

【摘要】：本文首先对选题的背景和意义作了陈述,对国内外有关薪酬激励理论和成果作了综述,同时对不同视角下的薪酬战略模式作了介绍,为全文的撰写做好了理论上的准备。随后对浙江电建公司(以下简称DJ公司)的劳务派遣制技能操作人员薪酬机制现状进行了介绍、分析,并在技能操作人员中选取样本开展了问卷调查,随后得出了DJ公司薪酬的外部公平性欠佳、内部公平性欠佳、绩效报酬的公平性欠佳以及薪酬管理过程的公平性欠佳等四个问题,并且剖析了构成这四个问题的主要原因是薪酬战略不明确、薪酬理念落后和科学有效的绩效考核体系尚未建立。继而,在薪酬设计公平性、有效性和合法性原则的指引下,明确了设计流程,薪酬的类别、水平和弹性,开展了技能操作人员岗位分析与评价,调查了本地区在岗职工工资、劳动力市场相关工种工资指导价位和同行企业的薪酬水平,梳理了影响薪酬水平的因素,确定了薪酬体系的组成模块,设计了新的薪酬方案。在新的方案中,员工的基本工资按照岗薪工资制实行,实现了明显提升,提升了员工的安全感和归属感。在绩效工资部分,引入岗薪系数,拉开差距,与个人绩效挂钩。在加班工资、年终奖励、福利等模块,既遵守法律规定,又体现公平竞争原则。总体而言,新的薪酬方案是一个创新性较强、竞争性较强和可操作性较强的方案,在同行企业中实现了对劳务派遣制技能操作人员的薪酬激励模式的突破,体现了创新性。文章最后对方案推行的保证措施作了强调,要开展科学有效的绩效考核,定期组织与员工的交流并进行组织审定。同时还对本方案的创新性、竞争性和可操作性作了评价,同时对后续研究作了展望。
[Abstract]:In this paper, the background and significance of the topic is presented, and the theories and achievements of compensation incentive are summarized. At the same time, the compensation strategy model from different perspectives is introduced. For the full text of the writing of the theoretical preparation. Then Zhejiang Power Construction Company (hereinafter referred to as DJ Company) labor dispatch system skills operator pay mechanism is introduced and analyzed. And in the skills operator selected samples to carry out a questionnaire survey, and then concluded that DJ company compensation external fairness is not good, internal fairness is not good. There are four problems, such as poor fairness of performance compensation and poor fairness of compensation management process, and the main reason of these four problems is that the compensation strategy is not clear. The backward concept of compensation and scientific and effective performance appraisal system has not yet been established. Then, under the guidance of the principles of fairness, effectiveness and legitimacy of salary design, the design process, salary category, level and flexibility are defined. The analysis and evaluation of the position of the skilled operators are carried out, and the wage of the employed workers in the area, the guiding price of the relevant types of work in the labor market and the salary level of the peer enterprises are investigated, and the factors affecting the salary level are combed out. Determined the composition of the compensation system module, designed a new compensation plan. In the new scheme, the basic salary of the staff in accordance with the post wage system to achieve a significant increase. Improve the sense of security and belonging of employees. In the performance pay part, the introduction of post salary coefficient, open gap, linked with personal performance. In overtime pay, year-end incentives, benefits and other modules, both comply with the law. In general, the new salary scheme is a more innovative, competitive and operational scheme. In the peer enterprises to achieve a breakthrough in the labor dispatch system skills operator compensation incentive model, reflecting the innovation. Finally, this paper emphasizes the guarantee measures of the scheme. In order to carry out scientific and effective performance appraisal, regular organization and staff exchange and organization approval are carried out. At the same time, the innovation, competition and maneuverability of this scheme are evaluated, and the future research is prospected.
【学位授予单位】：浙江工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61

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