关于宁波市自来水总公司薪酬管理问题的研究及对策分析

发布时间：2018-03-14 14:26

本文选题：薪酬管理　切入点：分析　出处：《宁波大学》2014年硕士论文　论文类型：学位论文

【摘要】：在现代管理学告诉我们，企业间竞争的实质是人力资本的竞争，如果企业能够实行科学、高效的薪酬管理制度，就能在人力资本竞争中获得更多的优势。薪酬管理既能给企业带来积极影响，也可能给企业带来管理危机。如果能够有效利用，就能帮助企业获得并留下更多的人才，对人才的潜力进行充分利用，但如果不能适当利用，就可能对企业产生消极影响，甚至对企业的发展带来灾难。随着市场经济的大繁荣，传统供水企业也正在逐渐融入市场竞争的大潮，经历着转制和变革。该类企业开始像其他企业一样关注薪酬管理对企业发展的重要意义。他们认识到原有缺乏竞争、激励和公平的薪酬管理模式已经不适应市场发展的需要，如何建立高效的、科学的、系统的薪酬管理体系迫在眉睫。本文力求从薪酬管理理论介绍入手，关注企业所处行业的特殊性，通过对宁波市自来水总公司在薪酬管理方面的现状进行分析，着重找出该公司目前在薪酬管理中存在薪酬结构不合理、岗位工资无法体现员工差异、薪酬分配方式单一、员工晋升通道狭窄、体制内外不同身份员工的同岗不同酬、薪酬管理不透明等问题，，并根据存在的问题制定相应的解决对策，提出了构建基于宽带薪酬的，全面整体的薪酬管理制度。具体来说就是以宽带薪酬为基础建立一岗多级的薪酬管理体系，同时调整制定符合中高层管理人员和专业技术类人员需求的薪酬管理模式，对中层以上管理干部实行基于企业业绩的年薪制管理，对专业技术人员则致力于职业道路的拓宽，并通过不断丰富绩效薪酬和福利薪酬的实现形式、落实其他有助薪酬管理实施的相关措施来不断完善薪酬制度的改革，以期为其他供水企业的薪酬改革提供一些有益的参考和借鉴。
[Abstract]:In modern management, we are told that the essence of competition among enterprises is the competition of human capital. If enterprises can implement a scientific and efficient salary management system, Salary management can not only bring positive influence to enterprises, but also bring management crisis to enterprises. If it can be used effectively, it can help enterprises to acquire and retain more talents. The potential of talents can be fully utilized, but if it is not properly utilized, it may have a negative impact on the enterprise and even bring disaster to the development of the enterprise. With the prosperity of the market economy, traditional water supply enterprises are gradually entering the tide of market competition. These enterprises begin to pay attention to the importance of salary management to the development of enterprises as other enterprises do. They realize that the original compensation management model, which is lack of competition, incentive and fair, has been unable to meet the needs of the development of the market. How to establish an efficient, scientific and systematic salary management system is urgent. This paper tries to start with the introduction of salary management theory, pays close attention to the particularity of the industry in which the enterprise is located, and analyzes the present situation of compensation management in Ningbo Water supply Corporation. It is emphasized to find out that the compensation structure is unreasonable in the compensation management of the company at present, the post salary can not reflect the employee difference, the salary distribution method is single, the staff promotion channel is narrow, the same post and different pay of the staff with different status inside and outside the system, Pay management is not transparent, and according to the existing problems to formulate the corresponding solutions, proposed based on broadband compensation, A comprehensive and integral salary management system. Specifically, it is to establish a multi-level salary management system based on broad-band compensation, and to adjust and formulate a compensation management model that meets the needs of middle and senior management personnel and professional and technical personnel. The annual salary system based on the enterprise performance is applied to the management cadres at the middle level and above, while the professional and technical personnel are devoted to the widening of their career paths, and through the continuous enrichment of the forms of performance compensation and welfare compensation, To carry out other relevant measures to help the implementation of salary management to constantly improve the reform of the compensation system, in order to provide some useful reference and reference for other water supply enterprises.
【学位授予单位】：宁波大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F299.24

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