蓝馨物业管理公司薪酬体系优化设计

发布时间：2018-04-24 21:03

本文选题：薪酬体系 + 蓝馨物业　；参考：《兰州理工大学》2014年硕士论文

【摘要】：随着物业管理规模不断扩大,物业管理企业以及其从业员工人数不断增长,物业管理已经成为人们工作和生活中不可或缺的组成部分。本文以一家公有制企业的物业管理公司为例,运用薪酬体系设计相关理论,结合物业行业以及物业企业管理的特点,探讨现存薪酬体系存在的问题和弊端,提出如何对现有薪酬体系进行科学合理的优化设计,有效发挥薪酬对员工的激励和约束作用,进而为物业企业服务管理水平的提高、服务效能的提升做出积极贡献。本文结合行业背景和企业背景对蓝馨物业管理公司的薪酬现状进行了深入的研究,在薪酬相关理论的指导下,通过薪酬满意度调查发现现行薪酬体系存在的问题主要有两个：一是薪酬的内部公平性不足；二是薪酬结构不合理,薪酬制度缺乏约束性和激励性,结合企业背景深刻剖析了存在问题的原因,运用相关薪酬理论基础,提出了对薪酬体系进行优化设计的思路和程序,分别对公司经理级管理人员、中层管理人员、专业技术人员和操作服务人员薪酬体系进行了优化设计,并提出了实施薪酬改进方案的保障措施。本文的主要内容分为以下5个部分,第一部分是绪论,主要阐述本文的研究背景与意义,研究的对象与方法,研究的思路与框架；第二部分是相关理论基础,主要列举了研究涉及到的薪酬相关理论；第三部分对蓝馨物业管理公司的薪酬体系现状进行了分析,并且通过薪酬满意度调查的方式了解薪酬体系存在的主要问题,对存在问题的原因进行深入分析；第四部分运用相关理论基础,结合存在的问题对蓝馨物业管理公司的薪酬体系进行优化设计；第五部分提出了实施薪酬优化设计的保障措施。本文的最终目的是建立一套科学的适应企业发展的薪酬体系,发挥薪酬的约束和激励作用,充分调动员工的积极性和创造性,最终达到提高员工绩效的目的。
[Abstract]:With the continuous expansion of property management scale, property management enterprises and their employees continue to grow, property management has become an indispensable part of people's work and life. This paper takes a property management company in a public enterprise as an example, applies the theory of compensation system design, combines the characteristics of property industry and property enterprise management, discusses the problems and drawbacks of the existing compensation system. This paper puts forward how to optimize and design the existing salary system scientifically and reasonably so as to give full play to the incentive and restraint function of compensation to the employees and thus make positive contributions to the improvement of service management level and the promotion of service efficiency of property enterprises. Based on the background of industry and enterprise, this paper makes a deep research on the compensation status of Lanxin property Management Company, and under the guidance of the compensation theory, Through the survey of salary satisfaction, it is found that there are two main problems in the current salary system: first, the internal fairness of salary is insufficient; second, the salary structure is unreasonable, and the compensation system lacks of binding and incentive. Combined with the background of the enterprise, this paper analyzes the causes of the problems, and puts forward the ideas and procedures for the optimization design of the compensation system by using the relevant compensation theory, respectively to the managers and middle managers of the company. The salary system of professional technical personnel and operation service personnel is optimized and the guarantee measures of implementing salary improvement scheme are put forward. The main content of this paper is divided into the following five parts, the first part is the introduction, mainly expounds the research background and significance, the research object and the method, the research thought and the frame, the second part is the related theory foundation, The third part analyzes the current situation of the compensation system of Lanxin property Management Company, and through the way of salary satisfaction survey to understand the main problems of the compensation system, The reasons for the problems are analyzed in depth; the fourth part uses the relevant theoretical basis, combined with the existing problems of the Lanxin property management company's salary system optimization design; the fifth part of the implementation of compensation optimization design measures. The ultimate purpose of this paper is to establish a set of scientific compensation system to adapt to the development of enterprises, to play the role of restraint and incentive of compensation, to fully mobilize the enthusiasm and creativity of employees, and finally to achieve the goal of improving employee performance.
【学位授予单位】：兰州理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F299.233.47;F272.92

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