某市供水企业宽带薪酬改革研究

发布时间：2018-01-01 08:11

本文关键词：某市供水企业宽带薪酬改革研究　出处：《山东大学》2015年硕士论文　论文类型：学位论文

【摘要】：人是万物之灵。知识经济时代,人力资源已成为公认的第一资源。19世纪末,英国经济学家马歇尔在《经济学原理》一书中说：对人本身的投资在所有投资中是最有价值的。20世纪60年代,美国经济学家西奥多.W·舒尔茨明确指出：人力资本的收益高于物质资本。随着全球经济一体化的发展和市场经济体制的不断深入,企业之间的市场竞争越来越激烈,如何引进人才、激励人才和留住人才成为企业面临的问题,人力资源管理也成为企业非常重视的问题,而薪酬管理是企业管理中最敏感的话题,同时也是人力资源管理的关键。如何建立科学的薪酬管理体系,激发员工的潜能,提高员工工作业绩,直接影响到企业发展的潜力。市场经济下的国有企业也在逐步加强内部管理,提出企业发展战略并加强内部管理。山东省某地级市的供水企业,负责全市自来水的供应和服务工作,是城市生存和发展的重要组成部分,属于垄断性质较强的自然垄断性行业。为了提升企业内部管理水平和服务水平,企业不断加强内部管控,提出了人力资源变革思路,并围绕如何构建具有竞争性和激励性的薪酬体系采取了一系列措施。本文遵循从实践到理论,再由理论指导实践的研究方法,首先,通过企业现状和调查问卷分析了企业中存在的薪酬晋升渠道单一、激励性差、岗位级差小、员工能力和业绩贡献无法在薪酬中合理体现等问题；其次,在分析清现状和存在问题的基础上提出了采用宽带薪酬优化现有薪酬体系的思路,从薪酬改革设计的目标、遵循的原则、操作流程、体系设计、宽带薪酬设计评估等几个方面详细阐述了薪酬设计方案,以实现长效激励,为企业的发展战略做到强有力的支撑；最后,为了保证更好的发挥宽带薪酬体系的各项功能和优势,将可能遇到的障碍降到最低,采取了多项配套改革措施,包括加强培训、完善绩效考核等,在保障员工状态和企业稳定发展的情况下,创造适合宽带薪酬应用的优良环境,逐步步入宽带薪酬管理的轨道。
[Abstract]:Man is the spirit of all things. In the era of knowledge economy, human resources have been recognized as the first resource at the end of the 19th century. The British economist Marshall, in his book principles of Economics, says that investing in people themselves is the most valuable of all investments. 60s of the 20th century. Theodore WSchultz, the American economist, made it clear that human capital benefits more than physical capital, and that with the development of global economic integration and the deepening of the market economy system. The market competition between enterprises is becoming more and more fierce. How to introduce talents, motivate and retain talents has become a problem faced by enterprises, and human resource management has become a very important problem. Compensation management is the most sensitive topic in enterprise management, but also the key of human resource management. How to establish a scientific compensation management system to stimulate the potential of employees and improve their performance. The state-owned enterprises under the market economy are also strengthening the internal management, putting forward the enterprise development strategy and strengthening the internal management. The water supply enterprises of a certain prefecture-level city in Shandong Province. Responsible for the supply and service of the city's tap water, is an important part of the survival and development of the city, a strong monopoly nature of the natural monopoly industry, in order to improve the level of internal management and service level of enterprises. Enterprises constantly strengthen internal control, put forward the idea of human resources reform, and take a series of measures around how to build a competitive and incentive compensation system. This paper follows from practice to theory. Then guided by the theory of practical research methods, first of all, through the status quo of enterprises and questionnaire analysis of the existence of the enterprise salary promotion channel is single, incentive is poor, the post gap is small. Employees' ability and performance contribution can not be properly reflected in salary. Secondly, on the basis of analyzing the present situation and existing problems, the paper puts forward the idea of using broadband salary to optimize the existing salary system, from the goal of salary reform design, the principle to follow, the operation flow, the system design. Several aspects such as broadband salary design evaluation elaborated the salary design plan in order to achieve long-term incentive to achieve strong support for the development strategy of the enterprise; Finally, in order to ensure the better play of the functions and advantages of broadband compensation system, the possible obstacles will be reduced to the minimum, a number of supporting reform measures have been taken, including strengthening training, improving performance appraisal and so on. Under the condition of ensuring the state of employees and stable development of enterprises, we should create a good environment suitable for broadband salary application and step into the track of broadband salary management step by step.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F299.24

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