MP公司A厂生产操作人员薪酬体系问题分析及改进

发布时间：2018-06-23 10:35

本文选题：薪酬管理 + 薪酬体系设计　；参考：《东北大学》2014年硕士论文

【摘要】：薪酬管理是企业经营管理工作的焦点,企业中的管理工作大部分都与薪酬有着直接或者间接的关系。员工为企业工作的动力有很多,但是,薪酬无疑是最直接的一种方式。薪酬管理也是管理体系最基本的职能之一,特别是基层员工,对薪酬具有高度的敏感性。薪酬体系设计是整个薪酬管理的"骨骼",以此为基础才能开展企业的薪酬管理工作,而薪酬管理又牵动着企业运营的效率,于是,如何成功地进行薪酬设计变得异常的重要。本文以中型国有制造型企业MP公司为背景,结合薪酬管理、薪酬体系设计、岗位分析与评价以及劳动强度测量等相关理论,通过对该公司A厂生产操作人员现有薪酬体系的调查,分析薪酬体系的主要问题,在薪酬结构、薪酬水平、薪酬等级等方面进行薪酬设计,制定了改进方案。在实施过程中,首先制定生产操作岗位的岗位标准且运用了劳动强度分级等方法完成定岗归级工作,保证了薪酬体系的顺利实施。通过反馈评价,本次薪酬体系改进取得了激励导向、提高效率的效果。希望能够将A厂生产操作人员薪酬体系改进工作的经验推广到MP公司的薪酬体系改进,并为中小型国企建立具有竞争优势的操作人员薪酬体系提供借鉴意义。
[Abstract]:Salary management is the focus of enterprise management, most of which have direct or indirect relationship with salary. Employees have a lot of motivation to work for the enterprise, but pay is undoubtedly the most direct way. Salary management is also one of the most basic functions of the management system, especially the grass-roots employees, who are highly sensitive to salary. The salary system design is the "skeleton" of the whole salary management, which can carry out the salary management work of the enterprise, and the salary management affects the efficiency of the enterprise operation, so how to carry out the compensation design successfully becomes very important. In this paper, based on the background of MP Company, a medium-sized state-owned manufacturing enterprise, the relevant theories such as salary management, salary system design, post analysis and evaluation, and labor intensity measurement are combined. Through the investigation of the present salary system of the production and operation personnel in the A factory of the company, the main problems of the compensation system are analyzed. The salary design is carried out in the aspects of salary structure, salary level, salary grade and so on, and the improvement scheme is worked out. In the process of implementation, the first step is to establish the post standard of the production operation post and to use the method of labor intensity classification to complete the job assignment and grade, which ensures the smooth implementation of the salary system. Through feedback evaluation, this salary system improvement has obtained the incentive direction, enhances the efficiency the effect. It is hoped that the experience of improving the salary system of production operators in Plant A will be extended to the improvement of the salary system of MP Company, and it will provide a reference for the establishment of a competitive advantage compensation system for the small and medium-sized state-owned enterprises.
【学位授予单位】：东北大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.4

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