ZQ公司薪酬问题与对策研究

发布时间：2019-05-08 07:17

【摘要】：十八届三中全会《决定》给出了国企改革新的方向,国有企业的进一步深化改革影响面广、利益重大。薪酬改革作为国企改革的一个重要组成部分,一直是社会关心的热点,同时又是一个难点。ZQ公司是一家完全参与市场竞争的国有企业,经过多年的发展,企业销售规模不断扩大,但盈利能力和资金利润率却在不断萎缩,与此同时,企业核心人员流动性增大、员工对薪酬的满意度不断降低。在这样的背景下,本文通过实证分析ZQ公司薪酬方面存在的缺陷和问题,提出改进的方案和措施,以期建立对内具有公平性,对外具有竞争性,符合国企薪酬改革方向的工资分配制度,为促进企业转型升级、增强核心竞争能力提供有力的支持和保障。同时也希望本研究能够抛砖引玉,引发大家对国企改革以及建立企业规范、合理、公平、高效的薪酬激励和分配机制的深入思考。本文综合运用文献研究、调研访谈、定量分析、定性分析等几种研究方法,结合薪酬和激励的相关理论,对ZQ公司现状特别是薪酬结构和水平方面的现实状况进行了深入的研究和分析,归纳总结出薪酬问题产生的原因,即(1)没有与公司战略相适应的人力资源战略和薪酬调整机制；(2)公司薪酬结构的设计没有切实做到内部一致性；(3)公司薪酬水平及其增长机制没有考虑到外部竞争性；(4)职位和绩效评价标准不完善导致员工贡献与其收入不匹配。在此基础上,本文按照薪酬设计的五个原则：战略导向性原则、内部一致性原则、外部竞争性原则、经济型原则和激励性原则,提出了解决ZQ公司薪酬问题的具体思路和方法,即(1)建立与工资总额预算管理相适应的薪酬动态调节机制；(2)把做好职位分析和评价作为订立薪酬结构的依据和标准；(3)把建立科学有效地绩效考评体系作为绩效薪酬支付的依据。按照以上原则、思路和方法,本文对ZQ公司基本工资、职岗工资、绩效奖金案进行了重新设计,并通过大量数据材料对新旧两种方案进行了对比分析。最后,通过研究,本文总结出了进行企业薪酬设计需要把握好的几个要点,也指出了本研究的不足之处和未来改进的方向。
[Abstract]:The decision of the third Plenary session of the 18th CPC Central Committee gives a new direction for the reform of the state-owned enterprises. The further deepening of the reform of the state-owned enterprises has a wide impact and great interests. Salary reform, as an important part of the reform of state-owned enterprises, has always been a hot spot of social concern and a difficult point at the same time. ZQ Company is a state-owned enterprise that fully participates in market competition and has been developing for many years. While sales are expanding, profitability and profit margins are shrinking. At the same time, core staff mobility increases and employees' satisfaction with compensation continues to decline. In this context, this paper empirically analyzes the shortcomings and problems existing in the compensation of ZQ Company, and puts forward some improved schemes and measures in order to establish internal fairness and external competition. The salary distribution system, which accords with the reform direction of state-owned enterprises' salary, provides strong support and guarantee for promoting the transformation and upgrading of enterprises and enhancing the core competitiveness. At the same time, we also hope that this study can lead to the reform of state-owned enterprises and the establishment of enterprise norms, reasonable, fair and efficient salary incentive and distribution mechanism. This paper uses several research methods, such as literature research, investigation and interview, quantitative analysis, qualitative analysis and so on, combined with the related theories of salary and motivation. This paper makes an in-depth research and analysis on the present situation of ZQ Company, especially the current situation of salary structure and level, and sums up the causes of the compensation problem. That is, (I) there is no human resources strategy and compensation adjustment mechanism in line with the company's strategy; (2) there is no internal consistency in the design of the company's compensation structure; (3) the external competition is not taken into account in the company's salary level and its growth mechanism; (4) the imperfect criteria of position and performance evaluation lead to the mismatch of employee's contribution and income. On this basis, according to the five principles of compensation design: the principle of strategic orientation, the principle of internal consistency, the principle of external competition, the principle of economy and the principle of motivation, this paper puts forward the concrete ideas and methods to solve the compensation problem of ZQ Company. That is, (1) to set up a dynamic salary adjustment mechanism which is suitable for the management of the total salary budget; (2) taking job analysis and evaluation as the basis and standard for establishing salary structure; (3) establishing a scientific and effective performance appraisal system as the basis for performance pay payment. According to the above principles, ideas and methods, this paper redesigns the basic salary, job salary and performance bonus case of ZQ Company, and makes a comparative analysis of the new and old schemes through a large number of data materials. Finally, through the research, this paper summarizes several points that should be grasped in the enterprise salary design, and also points out the shortcomings of this research and the direction of improvement in the future.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F752.6;F272.92

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