GT研究院薪酬体系再设计

发布时间：2018-04-04 10:12

本文选题：薪酬管理　切入点：薪酬体系　出处：《电子科技大学》2014年硕士论文

【摘要】：近年来,随着国际形势的变化,我国逐渐认识到航空发动机对我国航空工业发展的瓶颈作用,国家也加大了在航空工业发动机技术进步上的投入。航空发动机技术的进步离不开一支高水平的工程技术人才队伍。这就对从事航空发动机技术组织的人力资源管理提出了新的挑战,薪酬管理作为人力资源管理中一个重要的模块,对人才队伍的建设具有十分重要的意义,完善的薪酬体系对组织战略具有支撑作用。本文以GT研究院为研究对象,旨在为研究院设计出科学合理的薪酬体系,以支撑研究院的战略发展,适应研究院人才队伍建设的需要,建立规范的薪酬管理体系。在概括阐述本篇论文的研究背景及意义的基础上确定研究的方法与内容。首先,本文阐述了现代薪酬管理的相关理论,在此基础上运用现有管理文献资料研读和对GT研究院不同层级与不同类别职工进行现场调研座谈,对GT研究院薪酬体系进行全面的分析,找出研究院现有薪酬体系存在的问题,并归纳产生问题的具体原因;其次,从GT研究院的组织发展战略出发,结合研究院组织文化与倡导的价值体系,确定研究院的薪酬战略与目标,从而为GT研究院的薪酬体系再设计奠定基础,对研究院进行工作分析,结合实际科学的设置岗位并运用要素计点法对研究院岗位进行岗位价值评价,确立GT研究院的岗位价值体系,在明确岗位设置的前提下为GT研究院设计纵向的职位体系,从而引入岗位工资的宽带设计。为研究院设计一套具备理论与实际相结合、具有可操作性的岗位绩效工资体系,并进行了适当的内在薪酬设计,以提升研究院工作人员的积极性与创造性,为研究院发展战略提供支撑作用。最后,为了保障新的岗位绩效薪酬体系的顺利实施,设计并完善了相关管理制度等保障方案。
[Abstract]:In recent years, with the change of the international situation, our country gradually realized the bottleneck function of the aeroengine to the development of the aviation industry of our country, and the country also increased the investment in the aeronautical industry engine technology progress.The progress of aero-engine technology can not be separated from a high level of engineering and technical personnel.This brings a new challenge to the human resource management of aero-engine technical organization. As an important module of human resource management, salary management is of great significance to the construction of human resources.The perfect salary system has the support function to the organization strategy.This paper takes GT Research Institute as the research object, aims to design a scientific and reasonable salary system for the research institute, to support the strategic development of the institute, to meet the needs of the construction of the talent team of the institute, and to establish a standardized salary management system.On the basis of summarizing the research background and significance of this paper, the research methods and contents are determined.First of all, this paper expounds the relevant theories of modern salary management, on the basis of which we use the existing management literature to study and research on different levels and different categories of employees in GT Research Institute.This paper makes a comprehensive analysis of the compensation system of GT Research Institute, finds out the problems existing in the present compensation system of GT Research Institute, and induces the specific reasons for the problems. Secondly, starting from the organizational development strategy of GT Research Institute,Combined with the value system of organizational culture and advocacy of the institute, the compensation strategy and objectives of the institute are determined, thus laying the foundation for the re-design of the compensation system of the GT Institute, and analyzing the work of the institute.Combined with the actual scientific establishment of posts and the use of element counting method to evaluate the post value of the research institute, establish the post value system of GT research institute, and design the vertical position system for GT research institute under the premise of clear post setting.Thus introducing the broadband design of post wages.In order to promote the enthusiasm and creativity of the staff, the author designed a set of post performance salary system with the combination of theory and practice, and carried out a proper internal salary design.To provide support for the Institute's development strategy.Finally, in order to ensure the smooth implementation of the new post performance compensation system, design and improve the relevant management system and other security programs.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.5;F272.92

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