基于3P模型的一汽集团自主体系基层管理人员薪酬研究

发布时间：2018-06-08 13:51

本文选题：3P模型 + 薪酬管理　；参考：《吉林大学》2014年硕士论文

【摘要】：随着市场经济体制的确立和中国加入世贸组织，一个更加开放的中国将迎接更为严峻的经济挑战，这就迫使我国的企业要尽快转换经营机制，了解国际惯例及通用准则，，参与国际竞争。企业竞争归根结底是人的竞争，人力资源是生产活动中最活跃的因素，被经济学家称为第一资源。人力资源开发与管理作为实现组织目标的一种手段，对于企业健康发展具有重要意义，在现代越来越受到企业的重视。在人力资源管理中，最具挑战性的工作之一是薪酬管理。现代企业的薪酬管理已不仅具有一些简单的和传统的功能，而是被赋予了全新的内容，薪酬管理己经与企业发展和人力资源开发战略紧密地联系在一起，并以少有的广度和深度渗透到企业经营的每一个环节。中国第一汽车集团公司前身为第一汽车制造厂，集团从1953年建厂开始，经历了三次创业。目前，一汽集团的整体薪酬体系已经运行10年有余，虽然经过不断的完善，仍然面临很多问题，薪酬体系结构设计已经不能满足企业长远的发展需要，不能更好地激励全体员工，特别是针对管理人员群体，薪酬的激励性较弱。所以，一汽集团亟待引入一套更为完善的薪酬体系，建立新的薪酬制度。本文基于人力资源管理和薪酬管理理论，以一汽集团自主体系为研究对象，对其基层管理人员薪酬体系进行研究。首先剖析一汽集团自主体系基层管理人员薪酬管理现状，提出薪酬管理存在的问题，分析实施基于3P模型薪酬体系的必要性；其次提出基于3P模型的基层管理人员薪酬体系设计指导思想，以及薪酬结构、薪点表、薪酬总额分配、工资、奖金、自助福利及薪酬调整等具体的设计方案；最后提出基于3P模型的薪酬体系的实施步骤和保障措施。本文一方面对一汽集团自主体系基层管理人员构建3P薪酬体系，从而实现企业新战略具有重要的指导意义；另一方面对同行业其它企业也有重要的借鉴意义。同时，基于3P模型的薪酬体系设计研究也丰富了相关领域的理论研究。
[Abstract]:With the establishment of the market economy system and China's entry into the WTO, a more open China will meet the more severe economic challenges, which forces our enterprises to transform their operating mechanism as soon as possible, to understand international practices and general standards and to participate in international competition. The most active factor in the movement is called the first resource by economists. The development and management of human resources, as a means to achieve organizational goals, is of great significance for the healthy development of enterprises. In modern times, more and more attention has been paid to enterprises. In human resource management, one of the most challenging tasks is salary management. Modern enterprise salary is one of the most challenging tasks in human resource management. Pay management has not only had some simple and traditional functions, but has been given new content. Compensation management has been closely linked with the development of enterprise and human resources development strategy, and permeates every link of enterprise management with few breadth and depth.
China First Automobile Group Corporation is the first car manufacturer, and the group started from the construction of the factory in 1953. It has experienced three times. At present, the whole salary system of FAW Group has been running for more than 10 years. Although it has been perfected continuously, it still faces many problems. The design of salary system can not meet the long-term development needs of the enterprise. It is not better to motivate all staff, especially for the management group, and the incentive of salary is weak. Therefore, FAW Group needs to introduce a more perfect salary system and establish a new salary system.
Based on the theory of human resource management and salary management, the paper studies the salary system of the basic level managers with the independent system of FAW Group as the research object. First, it analyzes the present situation of the salary management of the basic level managers of the FAW Group, puts forward the problems existing in the salary management, and analyzes the necessity of implementing the 3P model compensation system. Secondly, it puts forward the design guiding ideology of the salary system of the grass-roots managers based on the 3P model, as well as the specific design schemes of salary structure, salary point table, salary distribution, salary, bonus, self-help welfare and compensation adjustment, and finally puts forward the implementation steps and safeguard measures of the salary system based on 3P model. It has important guiding significance to build the 3P salary system for the grass-roots management staff of the autonomous system, thus to realize the new strategy of the enterprise. On the other hand, it also has important reference significance for other enterprises in the same industry. At the same time, the research on the design of the salary system based on the 3P model also enriches the theoretical research in the related fields.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.471;F272.92

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