SR物流公司激励性薪酬体系构建
发布时间：2018-08-02 14:38
【摘要】：在现代企业管理中,薪酬管理已经成为企业的核心内容在人力资源管理中,它与企业人力资源开发战略有着密切的联系。怎样建立一套“对内具有公平性,对外具有竞争力”的薪酬体系,目前是我国大部分企业特别是民营企业迫切想解决的问题。物流公司作为我国一类特殊的民营企业,其起步较晚,对人力资源管理的理论认识比较肤浅,因此其薪酬体系存在很多问题,其中一个很重要的问题来自于薪酬体系激励性不足。本文在现代薪酬管理理论知识、观念与方法方式的指导下,通过对西北物流行业薪酬体系以及SR物流公司现有薪酬体系的激励性因素进行深入探讨及提取,并采用层次分析法来进行各层指标权重的设定,从而进行针对该企业的激励薪酬体系构建。研究发现SR物流公司薪酬的激励性不足问题主要表现在：薪酬水平脱离市场价位,缺少外部竞争性；薪酬结构不合理,缺乏激励效果,无法体现薪酬个人公平性；薪酬体系内部公平性欠佳；薪酬体系欠缺长期激励成分等,具体从薪酬结构和各项目之间的比例、基于岗位及职务的薪酬差异、薪酬水平的外部竞争力等方面对其进行了改进。由于SR物流公司在西北物流行业内处于领先地位,也具有一定的代表性,其原有薪酬体系存在的不足也是大多数物流企业所具有的,因此我们所建立的激励性薪酬体系具有一定代表性,可以对西北地区其他物流公司薪酬体系的建立、实施有较好的指导意义。
[Abstract]:In the modern enterprise management, the salary management has become the core content of the enterprise in the human resources management, it has the close relation with the enterprise human resources development strategy. How to set up a compensation system which is fair to the inside and competitive with the outside is an urgent problem that most enterprises in our country, especially the private enterprises, want to solve at present. As a kind of special private enterprise in our country, logistics company starts late and has a superficial understanding of the theory of human resource management, so there are many problems in its salary system. One of the most important issues is the lack of incentive in the pay system. Under the guidance of modern salary management theory knowledge, concept and method, this paper deeply discusses and extracts the incentive factors of northwest logistics industry compensation system and SR logistics company's current compensation system. And use analytic hierarchy process to set the weight of each level of indicators, so as to set up the incentive compensation system for the enterprise. The study found that the incentive insufficiency of SR logistics company's salary is mainly manifested in: salary level is out of the market price, lack of external competition, unreasonable salary structure, lack of incentive effect, which can not reflect the individual fairness of salary. The internal fairness of the compensation system is poor, the compensation system lacks long-term incentive elements and so on. It is improved from the aspects of the salary structure and the proportion of various items, the difference of salary based on the post and position, the external competitiveness of the compensation level, and so on. As SR logistics company is in the leading position in the northwest logistics industry and has certain representativeness, its original salary system also has the deficiency that most logistics enterprises have. Therefore, the incentive compensation system established by us is representative, which can guide the establishment and implementation of the compensation system of other logistics companies in Northwest China.
【学位授予单位】：西安工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F259.23;F272.92
，
本文编号：2159757
[Abstract]:In the modern enterprise management, the salary management has become the core content of the enterprise in the human resources management, it has the close relation with the enterprise human resources development strategy. How to set up a compensation system which is fair to the inside and competitive with the outside is an urgent problem that most enterprises in our country, especially the private enterprises, want to solve at present. As a kind of special private enterprise in our country, logistics company starts late and has a superficial understanding of the theory of human resource management, so there are many problems in its salary system. One of the most important issues is the lack of incentive in the pay system. Under the guidance of modern salary management theory knowledge, concept and method, this paper deeply discusses and extracts the incentive factors of northwest logistics industry compensation system and SR logistics company's current compensation system. And use analytic hierarchy process to set the weight of each level of indicators, so as to set up the incentive compensation system for the enterprise. The study found that the incentive insufficiency of SR logistics company's salary is mainly manifested in: salary level is out of the market price, lack of external competition, unreasonable salary structure, lack of incentive effect, which can not reflect the individual fairness of salary. The internal fairness of the compensation system is poor, the compensation system lacks long-term incentive elements and so on. It is improved from the aspects of the salary structure and the proportion of various items, the difference of salary based on the post and position, the external competitiveness of the compensation level, and so on. As SR logistics company is in the leading position in the northwest logistics industry and has certain representativeness, its original salary system also has the deficiency that most logistics enterprises have. Therefore, the incentive compensation system established by us is representative, which can guide the establishment and implementation of the compensation system of other logistics companies in Northwest China.
【学位授予单位】：西安工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F259.23;F272.92
，
本文编号：2159757
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