玉山供电公司薪酬管理体系研究
发布时间：2019-06-24 15:43
【摘要】：现代企业竞争实质为人力资源之间的竞争,薪酬管理是现代人力资源管理中的核心内容,薪酬管理是企业激励员工的一个最为重要的手段,不同的薪酬管理模式或支付方式会起到不同的激励效果。合理有效的薪酬管理体系能最大程度地激发员工工作的积极性和主动性,同时能够在人才竞争日益激烈的环境条件下吸引更多的优秀员工,保留企业现有的优秀人才。 电力体制改革的不断深入,电网公司发展形势也在不断变化,国网公司已进入了“三集五大”的发展新模式。玉山供电公司进一步深化了人力资源集约化管理,在“三集五大”建设中对组织机构和岗位设置进行了变革,人员重新配置。在组织机构与岗位变革后,如何体现岗位价值,实现员工薪酬收入分配与岗位价值、个人贡献相挂钩,提高企业整体经营能力,实现企业资源优化配置,建立科学有效的薪酬管理体系是有效的解决途径。 本文以玉山供电公司的薪酬管理体系为研究对象,分析薪酬的概念、功能及影响因素,对薪酬管理相关理论进行论述,通过文献资料、调查研究等方法分析玉山供电公司人力资源结构现状及原有薪酬管理存在的问题,根据薪酬设计的流程和原则,在公司的发展战略和实际情况上总结公司薪酬体系设计思路,制定新的薪酬设计方案,在全体员工中推行岗位绩效工资制。通过实施岗位绩效工资制度,强化绩效考核和能力素质评价在员工薪酬分配中的应用,实施岗位、薪酬动态管理,围绕公司发展的战略目标,激励部门(单位)、员工不断改进绩效,从而达到整体绩效的提升,实现企业和员工的共同发展。
[Abstract]:The essence of modern enterprise competition is the competition between human resources. Salary management is the core content of modern human resource management. Salary management is one of the most important means for enterprises to motivate employees. Different salary management models or payment methods will play different incentive effects. Reasonable and effective salary management system can stimulate the enthusiasm and initiative of employees to the greatest extent, at the same time, it can attract more excellent employees under the increasingly fierce competition for talents, and retain the existing outstanding talents in enterprises. With the deepening of the reform of the electric power system, the development situation of the power grid company is also constantly changing, and the national network company has entered the new development mode of "three episodes and five major". Yushan Power supply Company has further deepened the intensive management of human resources, changed the organizational structure and post setting in the construction of "three episodes and five major", and rearranged the personnel. After the organizational structure and post reform, how to embody the post value, realize the employee salary income distribution and the post value, the individual contribution link, improve the enterprise overall management ability, realize the enterprise resources optimization allocation, establish the scientific and effective salary management system is the effective solution. This paper takes the salary management system of Yushan Power supply Company as the research object, analyzes the concept, function and influencing factors of salary, discusses the related theories of salary management, analyzes the present situation of human resource structure and the problems existing in the original salary management of Yushan Power supply Company through literature, investigation and research, and according to the process and principles of salary design, In the development strategy and actual situation of the company, this paper summarizes the design ideas of the company's compensation system, formulates the new salary design scheme, and carries out the post performance wage system among all the employees. Through the implementation of post performance wage system, strengthen the application of performance appraisal and ability quality evaluation in employee compensation distribution, implement post and salary dynamic management, around the strategic objectives of company development, encourage departments (units), employees continue to improve performance, so as to achieve the overall performance of the improvement, to achieve the common development of enterprises and employees.
【学位授予单位】：华北电力大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61
本文编号：2505179
[Abstract]:The essence of modern enterprise competition is the competition between human resources. Salary management is the core content of modern human resource management. Salary management is one of the most important means for enterprises to motivate employees. Different salary management models or payment methods will play different incentive effects. Reasonable and effective salary management system can stimulate the enthusiasm and initiative of employees to the greatest extent, at the same time, it can attract more excellent employees under the increasingly fierce competition for talents, and retain the existing outstanding talents in enterprises. With the deepening of the reform of the electric power system, the development situation of the power grid company is also constantly changing, and the national network company has entered the new development mode of "three episodes and five major". Yushan Power supply Company has further deepened the intensive management of human resources, changed the organizational structure and post setting in the construction of "three episodes and five major", and rearranged the personnel. After the organizational structure and post reform, how to embody the post value, realize the employee salary income distribution and the post value, the individual contribution link, improve the enterprise overall management ability, realize the enterprise resources optimization allocation, establish the scientific and effective salary management system is the effective solution. This paper takes the salary management system of Yushan Power supply Company as the research object, analyzes the concept, function and influencing factors of salary, discusses the related theories of salary management, analyzes the present situation of human resource structure and the problems existing in the original salary management of Yushan Power supply Company through literature, investigation and research, and according to the process and principles of salary design, In the development strategy and actual situation of the company, this paper summarizes the design ideas of the company's compensation system, formulates the new salary design scheme, and carries out the post performance wage system among all the employees. Through the implementation of post performance wage system, strengthen the application of performance appraisal and ability quality evaluation in employee compensation distribution, implement post and salary dynamic management, around the strategic objectives of company development, encourage departments (units), employees continue to improve performance, so as to achieve the overall performance of the improvement, to achieve the common development of enterprises and employees.
【学位授予单位】：华北电力大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61
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