YH公司薪酬体系优化设计研究

发布时间：2018-06-20 20:23

本文选题：薪酬体系 + 薪酬结构　；参考：《南京农业大学》2014年硕士论文

【摘要】：在如今的知识经济时代,企业之间竞争十分的激烈,归根到底,企业之间的竞争就是人才的竞争,因此人力资源工作越来越受企业的重视,而薪酬管理是人力资源管理工作是重要部分,它的牵涉面很广,影响力很大,一个好的薪酬制度给企业带来的效益是不可估量的,它是服务于企业的发展战略的。本文以YH公司为例,针对高速公路养护施工企业的薪酬体系特点进行分析,由于YH公司是国有企业,人员多来自行政事业单位,原有的薪酬体系基本上沿用了行政事业单位的设计思路,强调行政职级和管理层级的重要性,而对专业技术和生产技能人员的薪酬关注度不够,致使员工对现行的薪酬制度满意度降低,无法调动员工的工作积极性,对企业的发展很不利。本文在薪酬理论的基础上,运用文献研究法和调查分析法,认真分析YH公司薪酬体系出现的问题,结合YH公司的发展需要和员工的意愿,对薪酬体系进行了优化设计,突出管理、专业技术、生产技能三支队伍的建设,通过薪酬设计引导员工在不同的岗位上发展,解决员工发展通道多样化的问题,进而提高企业的核心竞争力。本文是作者在YH公司这一施工企业薪酬体系的一次实践,是运用薪酬理论的一次机会,希望能给YH公司的发展带来积极的作用。
[Abstract]:In the era of knowledge economy, the competition among enterprises is very fierce. In the final analysis, the competition among enterprises is the competition of talents. Therefore, human resources work is paid more and more attention to by enterprises. Compensation management is an important part of human resource management, which involves a wide range of issues and has great influence. A good compensation system can bring inestimable benefits to enterprises, and it serves the development strategy of enterprises. Taking YH Company as an example, this paper analyzes the characteristics of compensation system of expressway maintenance and construction enterprises. Because YH Company is a state-owned enterprise, most of its personnel come from administrative institutions. The original salary system basically followed the design ideas of administrative institutions, emphasizing the importance of administrative rank and management level, but not paying enough attention to the compensation of professional and technical personnel and production skills personnel. As a result, the employee's satisfaction with the current salary system is reduced, and the employee's enthusiasm can not be mobilized, which is unfavorable to the development of the enterprise. On the basis of compensation theory, this paper analyzes the problems in YH company's compensation system by using literature research method and investigation analysis method. Combined with the development needs of YH company and the wishes of employees, the paper optimizes the design of compensation system. Focusing on the construction of three teams of management, professional technology and production skills, we can guide employees to develop in different positions through salary design, solve the problem of diversification of staff development channels, and then improve the core competitiveness of enterprises. This paper is a practice of the author's compensation system in YH Company, and an opportunity to apply the compensation theory, hoping to bring positive effect to the development of YH Company.
【学位授予单位】：南京农业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92

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