A电厂薪酬体系优化设计

发布时间：2018-07-02 09:01

本文选题：A电厂 + 薪酬体系　；参考：《华南理工大学》2014年硕士论文

【摘要】：企业的核心竞争力来自于优秀的人才，而良好的薪酬管理系统是企业吸引和保留人才的关键。A电厂是一家成立于1935年的热电冷三联供的国营发电企业，承担着广州西部片区的电负荷，且为东方宾馆、中国大酒店、广州军区陆军总医院、广州火车站等大用户供热供冷。由于发电机组服役时间较早，现有的机组容量偏小，对经济效益和竞争力产生负面影响，企业经营压力增大。再加上广州市关于退二进三的政策及环保排放的要求，企业的经营方向正向天然气分布式能源站改制。在改制的过程中，要想在激烈的人才竞争中吸引、维系和激励优秀的人才为企业服务，必须要为员工制定薪酬水平有竞争力，薪酬结构公平合理和以绩效考核为基础具有激励效用的薪酬管理体系。本文首先阐述了有关薪酬管理体系的一些基本理论和薪酬模式、现代薪酬管理发展的新趋势；对A电厂的公司概况和人力资源概况进行了描述，并对Ａ电厂的薪酬体系和绩效管理的现状进行了系统的梳理。接下来按照变革的新要求，对组织架构进行了调整，对人员进行了优化配置。同时采用调查问卷等方法对目前的薪酬体系和制度进行评价和分析，找出目前存在的问题，论证了薪酬体系优化的重要性和必要性，，并提供了薪酬体系优化设计的方向。接下来本文从企业的发展战略出发，先确定薪酬战略；再运用要素计点法进行岗位价值评估，确定薪酬结构；通过科学的薪酬设计理论及现阶段存在的问题有针对性的进行薪酬体系和绩效考核管理的优化；最后给出A电厂基于岗位价值的薪酬体系优化方案，具有较强的实用性，也为其他面临类似问题的企业提供借鉴。优化后的薪酬管理系统可实现人力资源管理的三大功能：1、支持和推动企业战略目标，确立企业竞争优势；2、满足员工需求，激发员工潜能，开发员工能力；3、调和劳资关系，维护社会公平，推动社会和谐发展。
[Abstract]:The core competitiveness of the enterprise comes from excellent talents, and a good salary management system is the key to attract and retain talents. A power plant is a state-owned power generation enterprise established in 1935, which is a combination of heat, power and cooling. Bear the electricity load of the western part of Guangzhou, and provide heating and cooling for the large customers such as Dongfang Hotel, China Hotel, Guangzhou military region Army General Hospital, Guangzhou Railway Station and so on. Because of the early service time and the small capacity of the existing generating units, it has a negative impact on economic efficiency and competitiveness, and the operating pressure of the enterprises is increased. In addition, with the policy of withdrawing two, three and three in Guangzhou and the requirement of environmental protection emission, the management direction of the enterprise is being reformed to the natural gas distributed energy station. In the process of restructuring, in order to attract, maintain and motivate the outstanding talents to serve the enterprise in the fierce competition for talents, we must set the salary level for the employees to be competitive. The compensation structure is fair and reasonable and the salary management system based on performance appraisal has incentive effect. This paper first describes some basic theories and compensation models of salary management system, the new trend of modern salary management, and describes the company profile and human resource profile of power plant A. And A power plant pay system and performance management of the status quo is systematically combed. Then, according to the new requirements of the change, the organizational structure was adjusted and the personnel was optimized. At the same time, we use questionnaire to evaluate and analyze the current salary system and system, find out the existing problems, demonstrate the importance and necessity of the salary system optimization, and provide the direction of the salary system optimization design. Then, starting from the development strategy of the enterprise, this paper first determines the salary strategy, and then uses the factor counting method to evaluate the post value and determine the salary structure. Through the scientific salary design theory and the existing problems at the present stage, the optimization of compensation system and performance appraisal management is carried out. Finally, the optimization scheme of compensation system based on post value in A power plant is given, which has strong practicability. It also provides reference for other enterprises facing similar problems. The optimized salary management system can realize the three functions of human resource management: 1, support and promote the strategic goal of the enterprise, establish the competitive advantage of the enterprise, meet the needs of the staff, stimulate the potential of the staff, develop the ability of the staff and reconcile the labor relations. Maintain social equity and promote harmonious social development.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61

【参考文献】