N公司薪酬激励方案优化研究

发布时间：2018-03-06 19:00

本文选题：N公司　切入点：薪酬方案　出处：《广西大学》2014年硕士论文　论文类型：学位论文

【摘要】：如今不少企业在人力管理过程中,对有贡献的员工除了支付薪酬外,还通过其他形式给予奖励,这种内外薪酬有效结合的方式是对员工工作的肯定和回报。合理的薪酬发放可以使员工更加努力兢业的工作,还可以使企业的战略目标转化成可持续发展的行动的方案。科学合理的薪酬激励方案不但提升员工对企业的信任感与归属感,而且还对企业的生存和发展起到重要的现实意义。在全球竞争环境下,N公司不得不在可支付范围内增加总体薪酬水平,以吸引和留住员工,激励他们为企业创造更多的价值。本研究对N公司的薪酬激励方案进行了比较深入的分析和评价,针对N公司的薪酬激励方案总结出存在的主要问题有：对内部缺乏公平性、对市场缺乏竞争性、对员工缺乏激励性。比如薪酬结构失衡,薪酬与考核脱节,缺乏长期激励,激励内容不完善,激励措施差异不大,激励过程缺乏沟通等。故对N公司的薪酬激励方案进行了优化设计,其中核心观点：建立和完善激励考核制度,建立和完善员工培训、晋升和沟通制度,运用薪点法重新确定岗位薪酬,提升员工对薪酬的满意度。增加福利内容,关注非物质激励设计,以物质激励为核心,补充非物质激励,提升员工对企业的归属感和对工作的积极性,改善企业薪酬激励状况,提升企业市场竞争力。作者通过N公司薪酬激励方案的优化研究,对玻璃生产企业和国家有关法律法规进行深入了解,分析原有薪激励方案的不足之处,运用激励过程理论做基础,结合N公司各岗位作出对应的价值评价,使其新薪酬激励方案更具人性化,以人为本,把握人才,提升企业市场竞争力。
[Abstract]:Nowadays, in the process of human resources management, many enterprises reward employees who have contributed not only to their salaries, but also through other forms of rewards. This kind of effective combination of internal and external pay is the recognition and reward of the staff's work. A reasonable salary can make the employees work harder and harder. It can also transform the strategic goal of the enterprise into a plan of action for sustainable development. A scientific and reasonable salary incentive scheme not only promotes the employees' sense of trust and belonging to the enterprise, In order to attract and retain the employees and encourage them to create more value for the enterprise, the company has to increase the total salary level within the range of payment under the global competitive environment, and also play an important role in the survival and development of the enterprise. This research has carried on the comparatively thorough analysis and the appraisal to the N company's salary incentive plan, summarizes the main problems of the N company's salary incentive plan: lack of fairness to the inside, lack of competition to the market, Lack of incentive to employees. For example, salary structure imbalance, salary and assessment disjointed, lack of long-term incentives, incentive content is not perfect, incentive measures are not different, The incentive process is short of communication and so on. Therefore, the optimization design of N company's salary incentive scheme is carried out, in which the core point of view is to establish and perfect the incentive and assessment system, to establish and perfect the staff training, promotion and communication system, The salary point method is used to determine the post salary, to improve the employee's satisfaction with the salary, to increase the welfare content, to pay close attention to the design of the non-material incentive, to take the material incentive as the core, and to supplement the non-material incentive. To improve the employees' sense of belonging and enthusiasm for work, to improve the status of corporate compensation incentives, to enhance the competitiveness of enterprises in the market. Through the optimization research of N company's salary incentive scheme, the author makes a deep understanding of the relevant laws and regulations of glass manufacturing enterprises and the state, analyzes the shortcomings of the original salary incentive schemes, and makes use of the incentive process theory as the basis. According to the corresponding value evaluation of each position of N Company, the new salary incentive scheme is more humanized, people-oriented, grasping talents and promoting the market competitiveness of enterprises.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.721

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