基于公平理论的振隆公司薪酬模式研究

发布时间：2018-02-03 11:37

本文关键词： 公平理论薪酬模式满意度　出处：《辽宁工程技术大学》2014年硕士论文　论文类型：学位论文

【摘要】：随着全球经济一体化的进一步加快,如何加强对企业员工的激励以及如何制定出科学、合理、有效的企业薪酬模式,已经成为企业的一项重要工作。激励理论认为通过设计适当的外部奖酬形式和工作环境,借助信息沟通来激发、引导、保持和规划组织成员的行为,可有效地实现组织及其成员个人目标的系统性活动,从而提高员工工作的积极性和企业的生产效率。基于这种背景,本文根据管理心理学的公平理论和薪酬管理等理论,采用问卷调查与理论分析相结合的方法,对振隆公司的薪酬模式和薪酬管理制度满意度进行调查、统计、分析,找出存在的问题,提出相应的对策,希望能够为振隆公司制定合理、科学的薪酬模式,提高员工工作业绩以及实现企业市场目标提供有利的参考。振隆公司要通过发挥薪酬模式的激励效果,提高企业员工工作积极性,就必须做到全面考虑企业状况,制订合理的、具有竞争性的薪酬模式,需要在薪酬设计过程中注重程序公平,建立科学的职位分析制度和薪酬激励制度,制定出科学有效的绩效考核制度,采取短长期激励并举,建立合理的福利制度,同时要发展和谐公平的企业薪酬文化,让员工从进企业的第一天感受企业的文化氛围,用企业文化正面引导员工积极工作,为实现企业目标共同努力。
[Abstract]:With the further acceleration of global economic integration, how to strengthen the incentive to employees and how to formulate a scientific, reasonable and effective enterprise compensation model. It has become an important work of the enterprise. Incentive theory believes that through the design of appropriate forms of external reward and work environment, with the help of information communication to stimulate, guide, maintain and plan the behavior of the members of the organization. It can effectively achieve the organization and its members of the individual goals of systematic activities, thereby improving the enthusiasm of employees and the production efficiency of enterprises. Based on this background. According to the fair theory of management psychology and salary management theory, this paper adopts the method of questionnaire survey and theoretical analysis to investigate the satisfaction degree of compensation model and salary management system of Zhenlong Company. Analysis, find out the existing problems, put forward the corresponding countermeasures, hoping to be able to establish a reasonable, scientific compensation model for the Zhenlong Company. To improve the performance of employees and to achieve the market objectives of enterprises to provide a favorable reference. Zhenlong Company should play the incentive effect of the compensation model to improve the enthusiasm of employees. Therefore, it is necessary to consider the situation of the enterprise in an all-round way, formulate a reasonable and competitive compensation model, pay attention to procedural fairness in the process of salary design, and establish a scientific position analysis system and salary incentive system. To formulate a scientific and effective performance appraisal system, to adopt short-term and long-term incentives, to establish a reasonable welfare system, and to develop a harmonious and fair corporate compensation culture. Let the staff from the first day into the enterprise to feel the cultural atmosphere of the enterprise, with the positive corporate culture to guide employees to work actively for the achievement of corporate goals.
【学位授予单位】：辽宁工程技术大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.82

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