T公司薪酬管理方案优化研究
发布时间：2018-07-18 08:17
【摘要】：进入21世纪以来,企业面临的竞争也越来越激烈,而现代竞争的根源在于人才的竞争。人力资源管理成了企业在未来立于不败之地的一项战略性资源,而薪酬管理方案作为人力资源管理的核心,是否拥有一套和企业背景相匹配的薪酬管理方案,已成为许多企业关注点。本文以T公司为例,T公司是一家自动化装配线和检测设备生产型企业,通过考察了T公司的经营现状和现有的薪酬管理方案,经过实地访谈和员工问卷调查方式,发现T公司现有的薪酬管理方案存在的问题,结合相关的工资理论和激励理论等薪酬理论,分析出问题的根源。结合T公司的经营战略,和薪酬设计理论,遵循薪酬设计相关原则,提出T公司的薪酬管理方案优化设计思路和目标,使用科学的方法对T公司各岗位进行岗位分析、岗位评估,在此基础上设计出一套新的薪酬管理方案。本论文研究的主要内容如下:一是对t公司的现有薪酬管理方案进行分析,找出存在的问题。从t公司发展背景,组织结构,人力资源配备状况调查,收集t公司现有的薪酬管理相关资料,对t公司高层领导、中低层部分管理者和员工代表进行座谈,全员不记名问卷调查,对座谈收集信息进行汇总,从薪酬结构的整体满意度,薪酬的竞争性,薪酬制度的合理性,薪酬制度的公平性,薪酬制度的竞争性几个方面分析统计问卷调查结果,得出t公司现有的薪酬管理方案存在的问题,并根据薪酬相关理论分析出其问题所在。二是对t公司薪酬管理方案进行优化设计。依据t公司的企业性质和战略导向性、内部一致性、外部竞争性、激励性和经济型等薪酬设计原则,提出了t公司薪酬管理方案设计的总思路、优化设计目的和设计内容。依据薪酬管理方案设计流程,运用观察法对t公司的岗位进行分析,借助28因素法对t公司的各岗位进行岗位评价,赋予给岗位相应的薪点值,根据各岗位评价得到的薪点值,对岗位划分等级,接着结合市场行情绘制出T公司的薪资曲线,对薪资曲线拟合得出回归线,借助回归线计算出各岗位等级的中点值,最后结合T公司的岗位特征,给各岗位赋予一个带宽参数,根据中点值和带宽参数,计算出个岗位等级的浮动范围。由此,确立T公司新的薪酬结构。三是分析新的薪酬管理方案实施所需的保障措施。分析新的薪酬管理方案顺利实施,需要建立相应的管理机制,人员入轨机制,薪酬调整机制,监督反馈机制。并分析新的薪酬管理方案顺利实施所需哪些相关的支持系统,完善绩效考核系统和建设相应企业文化。
[Abstract]:Since entering the 21st century, enterprises are facing more and more fierce competition, and the root of modern competition lies in the competition of talents. Human resources management has become an invincible strategic resource in the future. As the core of human resources management, the salary management scheme has a set of salary management programs that match the enterprise background. Has become the focus of many enterprises. Taking T Company as an example, T Company is a production enterprise of automatic assembly line and testing equipment. By examining the present operating situation and existing salary management scheme of T Company, through field interview and employee questionnaire survey, this paper analyzes the status quo of T Company. This paper finds out the problems existing in T Company's current salary management scheme, and analyzes the root of the problem by combining the relevant salary theory and incentive theory. Combined with the management strategy of T Company and the theory of compensation design, following the principles of compensation design, this paper puts forward the ideas and objectives of optimizing the design of compensation management scheme of T Company, and uses scientific methods to analyze the positions of T Company. Job evaluation, on the basis of the design of a new salary management plan. The main contents of this thesis are as follows: firstly, the existing salary management schemes of t Company are analyzed and the existing problems are found out. From the t company's development background, organization structure, human resource allocation investigation, collect t company's existing compensation management related information, discuss the t company's senior leaders, middle and low level managers and staff representatives, The whole staff collected information by secret questionnaire, from the overall satisfaction of the salary structure, the competitiveness of compensation, the rationality of the compensation system, the fairness of the compensation system, This paper analyzes the results of the statistical questionnaire survey on several aspects of the competition of the compensation system, and concludes the problems existing in the existing salary management schemes of t Company, and analyzes the problems according to the relevant theory of compensation. Two is to t company salary management plan carries on the optimization design. According to the principles of compensation design, such as enterprise nature and strategic orientation, internal consistency, external competition, incentive and economic type, this paper puts forward the general idea, optimization design purpose and design content of compensation management scheme of t company. According to the design process of salary management scheme, the post of t company is analyzed by observation method, the post of t company is evaluated by the method of 28 factors, the corresponding salary point is given to the post, and the value of salary point is obtained according to the evaluation of each post. Then draw the salary curve of T company combined with the market, get the regression line by fitting the salary curve, calculate the midpoint value of each post grade by the regression line, and finally combine the post characteristic of T company. Each position is given a bandwidth parameter and the floating range of a post level is calculated according to the midpoint value and bandwidth parameter. From this, establish T company's new salary structure. The third is to analyze the new salary management program implementation of the necessary safeguards. To analyze the successful implementation of the new salary management scheme, it is necessary to establish the corresponding management mechanism, personnel derailment mechanism, salary adjustment mechanism and supervision feedback mechanism. It also analyzes the related support systems needed for the successful implementation of the new salary management scheme, improves the performance appraisal system and builds the corresponding corporate culture.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F416.4
本文编号：2131301
[Abstract]:Since entering the 21st century, enterprises are facing more and more fierce competition, and the root of modern competition lies in the competition of talents. Human resources management has become an invincible strategic resource in the future. As the core of human resources management, the salary management scheme has a set of salary management programs that match the enterprise background. Has become the focus of many enterprises. Taking T Company as an example, T Company is a production enterprise of automatic assembly line and testing equipment. By examining the present operating situation and existing salary management scheme of T Company, through field interview and employee questionnaire survey, this paper analyzes the status quo of T Company. This paper finds out the problems existing in T Company's current salary management scheme, and analyzes the root of the problem by combining the relevant salary theory and incentive theory. Combined with the management strategy of T Company and the theory of compensation design, following the principles of compensation design, this paper puts forward the ideas and objectives of optimizing the design of compensation management scheme of T Company, and uses scientific methods to analyze the positions of T Company. Job evaluation, on the basis of the design of a new salary management plan. The main contents of this thesis are as follows: firstly, the existing salary management schemes of t Company are analyzed and the existing problems are found out. From the t company's development background, organization structure, human resource allocation investigation, collect t company's existing compensation management related information, discuss the t company's senior leaders, middle and low level managers and staff representatives, The whole staff collected information by secret questionnaire, from the overall satisfaction of the salary structure, the competitiveness of compensation, the rationality of the compensation system, the fairness of the compensation system, This paper analyzes the results of the statistical questionnaire survey on several aspects of the competition of the compensation system, and concludes the problems existing in the existing salary management schemes of t Company, and analyzes the problems according to the relevant theory of compensation. Two is to t company salary management plan carries on the optimization design. According to the principles of compensation design, such as enterprise nature and strategic orientation, internal consistency, external competition, incentive and economic type, this paper puts forward the general idea, optimization design purpose and design content of compensation management scheme of t company. According to the design process of salary management scheme, the post of t company is analyzed by observation method, the post of t company is evaluated by the method of 28 factors, the corresponding salary point is given to the post, and the value of salary point is obtained according to the evaluation of each post. Then draw the salary curve of T company combined with the market, get the regression line by fitting the salary curve, calculate the midpoint value of each post grade by the regression line, and finally combine the post characteristic of T company. Each position is given a bandwidth parameter and the floating range of a post level is calculated according to the midpoint value and bandwidth parameter. From this, establish T company's new salary structure. The third is to analyze the new salary management program implementation of the necessary safeguards. To analyze the successful implementation of the new salary management scheme, it is necessary to establish the corresponding management mechanism, personnel derailment mechanism, salary adjustment mechanism and supervision feedback mechanism. It also analyzes the related support systems needed for the successful implementation of the new salary management scheme, improves the performance appraisal system and builds the corresponding corporate culture.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F416.4
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