G物流公司全面薪酬管理体系设计

发布时间：2018-05-14 07:20

本文选题：薪酬 + 全面薪酬　；参考：《北京交通大学》2015年硕士论文

【摘要】：我国物流业发展迅猛,物流企业也随之兴盛,但在现实运行中,许多物流企业往往忽略了薪酬制度体系建设的重要性,薪酬的发放缺乏科学依据,随意性较大,须不知正是这种情况严重阻碍了企业的良性循环和发展壮大。本文从薪酬的定义和功能入手,对全面薪酬管理和传统薪酬管理进行了比较,介绍了国内外全面薪酬的研究态势和发展方向。通过多角度对G物流公司现行薪酬制度及执行情况的分析,坚持问题导向,吸取借鉴全面薪酬管理体系设计理念,对G物流公司的薪酬管理制度进行了重新设计,形成了该公司的全面薪酬体系设计方案。全面薪酬体系包括经济性薪酬和非经济性薪酬两个方面。经济性薪酬方面,岗位工资是内部岗位价值与市场均值的线性回归后的具有一定带宽的工资标准,效益工资与员工考核紧密挂钩,福利分为集体福利和个性化福利,充分体现薪酬的激励作用。非经济性薪酬则包括员工基于工作特征和相关工作环境的报酬。最后对方案实施的预期效果进行了评价。本文的主要创新在于解决一个实际企业的全面薪酬管理问题,同时为事业单位出资企业在市场起决定性作用的改革背景下开展薪酬制度改革提供了有益参考。
[Abstract]:With the rapid development of the logistics industry in China, the logistics enterprises have also flourished. However, in the actual operation, many logistics enterprises often ignore the importance of the construction of the compensation system. Must not know it is this situation seriously hindered the virtuous circle and the development of the enterprise. Starting with the definition and function of compensation, this paper compares the total salary management with the traditional compensation management, and introduces the research situation and development direction of the total compensation at home and abroad. By analyzing the current salary system and implementation of G logistics company from many angles, insisting on the problem orientation and drawing lessons from the design idea of the overall compensation management system, the paper redesigns the compensation management system of G logistics company. Formed the company's overall compensation system design. The overall compensation system includes two aspects: economic compensation and non-economic compensation. In the aspect of economic compensation, post wage is a kind of salary standard with certain bandwidth after the linear regression of internal post value and market average. The benefit salary is closely linked with employee assessment, and the welfare is divided into collective welfare and individualized welfare. Fully reflect the incentive role of compensation. Non-economic compensation includes compensation for employees based on their work characteristics and related working environment. Finally, the expected effect of the implementation of the program is evaluated. The main innovation of this paper is to solve the problem of the overall salary management of a practical enterprise, and at the same time, it provides a useful reference for the institution funded enterprises to carry out the salary system reform under the background of the decisive effect of the market.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F259.23

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