YY公司薪酬体系再设计
发布时间：2019-05-07 03:34
【摘要】：随着科技进步、工业发展、国家对特种设备管理的进一步规范、国家质量监督检验检疫总局(以下简称质检总局)对第三方检测机构的相关要求,使得无损检测作为一个新兴的行业,在不长的时间里迅速成立了超过300家遍布全国的检测公司,为此建立一套科学有效、符合检测行业特点,适应行业和人才素质快速发展要求的薪酬体系,对国内年青的检测行业公司来说是一个全新的挑战。扬州亚远检测公司就是这个行业中的典型一员,公司成立3年多来对检测人员的薪酬一直处在摸索阶段,本文就以此为研究对象,首先研究了国内外先进的薪酬和激励理论,再结合本人在检测行业10余年的工作经历,加上对多个公司信息的收集和访谈等手段,总结出检测行业存在的普遍问题,再结合YY检测公司的实际情况,分析问题背后的原因,得出在当前的经营战略与市场环境下,现有薪酬体系已经不适应公司的发展要求,改革势在必行。在新的薪酬体系的设计过程中,根据公司的生产经营状况和所处的阶段,从公司的战略出发,按照薪酬体系设计的一般原则和流程,重新建立起适应当前亚远检测公司实际情况和特点的薪酬方案,以稳定和吸引更多人才,提高企业的服务水平和运行效率,并促进员工将其拥有的知识、技能和创造力保留在公司内形成公司的核心竞争力。
[Abstract]:With the progress of science and technology, the development of industry, the further standardization of the management of special equipment by the state, and the relevant requirements of the State Administration of quality Supervision, Inspection and Quarantine (hereinafter referred to as QSIQ) to third-party inspection institutions As a new industry, nondestructive testing has set up more than 300 testing companies all over the country in a short period of time, so as to establish a set of scientific and effective, in line with the characteristics of the testing industry. The salary system which adapts to the rapid development of industry and talent quality is a brand-new challenge for the young testing companies in China. Yangzhou Asia far testing Company is one of the typical members of this industry. The company has been groping for the salary of the examiners since its establishment for more than three years. This paper takes this as the research object, first of all, it studies the advanced compensation and incentive theory at home and abroad. Combined with my more than 10 years of working experience in the testing industry, together with the collection and interview of many companies' information, this paper summarizes the common problems existing in the testing industry, and then analyzes the reasons behind the problems combined with the actual situation of the YY testing company. It is concluded that under the current management strategy and market environment, the existing salary system is no longer suitable for the development of the company, and the reform is imperative. In the process of designing the new compensation system, according to the production and operation status and the stage of the company, starting from the company's strategy, according to the general principles and procedures of the salary system design, Re-establish compensation schemes that adapt to the current situation and characteristics of Asia far testing companies in order to stabilize and attract more talent, improve the level of service and operational efficiency of the enterprise, and promote the knowledge that employees possess, Skills and creativity remain within the company to form the company's core competitiveness.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F203
本文编号：2470736
[Abstract]:With the progress of science and technology, the development of industry, the further standardization of the management of special equipment by the state, and the relevant requirements of the State Administration of quality Supervision, Inspection and Quarantine (hereinafter referred to as QSIQ) to third-party inspection institutions As a new industry, nondestructive testing has set up more than 300 testing companies all over the country in a short period of time, so as to establish a set of scientific and effective, in line with the characteristics of the testing industry. The salary system which adapts to the rapid development of industry and talent quality is a brand-new challenge for the young testing companies in China. Yangzhou Asia far testing Company is one of the typical members of this industry. The company has been groping for the salary of the examiners since its establishment for more than three years. This paper takes this as the research object, first of all, it studies the advanced compensation and incentive theory at home and abroad. Combined with my more than 10 years of working experience in the testing industry, together with the collection and interview of many companies' information, this paper summarizes the common problems existing in the testing industry, and then analyzes the reasons behind the problems combined with the actual situation of the YY testing company. It is concluded that under the current management strategy and market environment, the existing salary system is no longer suitable for the development of the company, and the reform is imperative. In the process of designing the new compensation system, according to the production and operation status and the stage of the company, starting from the company's strategy, according to the general principles and procedures of the salary system design, Re-establish compensation schemes that adapt to the current situation and characteristics of Asia far testing companies in order to stabilize and attract more talent, improve the level of service and operational efficiency of the enterprise, and promote the knowledge that employees possess, Skills and creativity remain within the company to form the company's core competitiveness.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F203
【参考文献】
相关期刊论文 前2条
1 陈玄令;;几种薪酬制度的比较及薪酬设计的原则[J];辽宁教育行政学院学报;2006年06期
2 钟美,孙延峰;简述宽带薪酬设计[J];有色矿冶;2005年02期
，本文编号：2470736
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