百丽国际安徽分公司员工薪酬管理体系改进研究
发布时间：2018-10-17 17:32
【摘要】：百丽国际创立于1992年,经过二十余年的发展,公司形成了多元化经营的全国一流鞋类品牌企业。当前,百丽国际安徽分公司的发展正迈入关键时刻,如何应对行业国内外的激烈竞争,在市场的夹缝中求得生存并不断的发展壮大,成为企业必须面对的一个迫切问题。而公司原有的薪酬管理体系己不能适应企业发展的需要,存在许多问题和缺陷,严重影响员工积极性的发挥,造成高素质人才的流失,制约了企业的进一步发展。本论文以百丽国际安徽分公司员工的薪酬管理体系为研究对象,首先对薪酬管理体系的相关理论进行综述,结合百丽国际安徽分公司的实际情况和员工薪酬满意度调查对公司原有的薪酬管理体系进行诊断分析,找出其存在的主要问题并分析其原因。在此基础上,运用最新的薪酬设计理论与方法,对百丽国际安徽分公司员工薪酬管理体系进行改进。最后,对员工新的薪酬管理体系进行了实施与评估,并指出了其不足之处。
[Abstract]:Belle International was founded in 1992, after more than 20 years of development, the company formed a diversified national first-class footwear brand enterprises. At present, the development of Belle International Anhui Branch is entering a critical moment. How to deal with the fierce competition at home and abroad, how to survive in the gap of the market and continue to develop and grow, has become an urgent problem that enterprises must face. But the original salary management system of the company can not meet the needs of the development of enterprises, there are many problems and defects, seriously affect the enthusiasm of employees, resulting in the loss of high-quality talents, which restricts the further development of enterprises. This paper takes the compensation management system of Belle International Anhui Branch as the research object, firstly summarizes the related theories of the compensation management system. Combined with the actual situation of Belle International Anhui Branch and the survey of employee compensation satisfaction, the paper makes a diagnosis and analysis on the original salary management system of the company, finds out the main problems and analyzes the reasons. On this basis, using the latest salary design theory and method, the employee compensation management system of Belle International Anhui Branch is improved. Finally, the new salary management system is implemented and evaluated, and its shortcomings are pointed out.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F721
本文编号：2277428
[Abstract]:Belle International was founded in 1992, after more than 20 years of development, the company formed a diversified national first-class footwear brand enterprises. At present, the development of Belle International Anhui Branch is entering a critical moment. How to deal with the fierce competition at home and abroad, how to survive in the gap of the market and continue to develop and grow, has become an urgent problem that enterprises must face. But the original salary management system of the company can not meet the needs of the development of enterprises, there are many problems and defects, seriously affect the enthusiasm of employees, resulting in the loss of high-quality talents, which restricts the further development of enterprises. This paper takes the compensation management system of Belle International Anhui Branch as the research object, firstly summarizes the related theories of the compensation management system. Combined with the actual situation of Belle International Anhui Branch and the survey of employee compensation satisfaction, the paper makes a diagnosis and analysis on the original salary management system of the company, finds out the main problems and analyzes the reasons. On this basis, using the latest salary design theory and method, the employee compensation management system of Belle International Anhui Branch is improved. Finally, the new salary management system is implemented and evaluated, and its shortcomings are pointed out.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F721
【参考文献】
相关期刊论文 前1条
1 宋雨林;;浅谈激励理论在企业人员管理中的应用[J];经济研究导刊;2011年03期
，本文编号：2277428
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