临港港务集团薪酬体系设计研究

发布时间：2018-03-21 19:42

本文选题：人力资源　切入点：薪酬　出处：《天津大学》2012年硕士论文　论文类型：学位论文

【摘要】：当今，随着世界经济的快速发展，知识经济已经到来，企业间的竞争亦越来越激烈。在市场经济条件下，企业间的竞争关注点已逐步从资源竞争、技术竞争、渠道竞争转向人才的竞争，，人力资源逐渐替代资本投入、机械设备投入等传统手段，成为企业保持竞争优势的关键因素。如何有效的吸引、激励、发展和留住人才，已成为企业保持核心竞争力的源泉和关键。薪酬管理由于其自身的特殊性，日益在企业人力资源管理中占据核心地位，如何通过设计、维系及调整员工薪酬体系，对于企业吸引和留住人才以及充分发挥组织中现有人才的潜力尤为重要，已成为现代企业兴衰成败的关键。本文以天津临港港务集团公司为对象进行薪酬体系再设计研究，通过对企业薪酬发展历程、功能及通行的薪酬体系等阐述，提出薪酬体系再设计的理论基础，并力求通过对临港港务集团员工薪酬管理的现状及存在的主要问题系统研究，灵活运用相关薪酬理论知识、技术和方法，设计出一套系统、有效的适合公司发展的薪酬体系。新的薪酬体系设计针对临港港务集团现行薪酬管理中存在的问题，在遵照薪酬体系在设计的原则，通过对公司现有岗位详细分析和评估的基础上，参照外部薪酬水平，依据现代薪酬管理理论，选择与之相适应的薪酬水平策略和薪酬结构，并以职位薪酬体系作为基本体系，对集团公司的基本薪酬、绩效薪酬和福利薪酬进行重新构建，形成新的薪酬方案，同时对新薪酬体系及设计过程等进行总结和评价，论述成功之处，同时也提出其中不足，以备进一步的研究和改善。这样将所学理论与企业管理实践有机结合，希望能对我国企业薪酬设计提供借鉴和参考。
[Abstract]:Nowadays, with the rapid development of the world economy, the knowledge economy has arrived and the competition among enterprises has become more and more intense. Under the condition of market economy, the focus of competition among enterprises has gradually changed from the competition of resources and the competition of technology. The channel competition turns to the talent competition, the human resource gradually replaces the capital investment, the mechanical equipment input and so on traditional means, becomes the enterprise maintains the competitive advantage the key factor. How to attract, encourage, develop and retain the talented person effectively, Because of its particularity, salary management is increasingly playing a key role in the management of human resources. How to maintain and adjust the compensation system of employees through the design, maintenance and adjustment, has become the source and key for enterprises to maintain their core competitiveness. It is particularly important for enterprises to attract and retain talents and give full play to the potential of existing talents in the organization, which has become the key to the success or failure of modern enterprises. This article takes Tianjin Port Port Group Company as the object to carry on the compensation system redesign research, through to the enterprise salary development course, the function and the general salary system and so on elaboration, proposed the compensation system redesign theory foundation, Through the systematic research on the status quo and the main problems of the compensation management of the port port group employees, the author designs a set of effective compensation system suitable for the development of the company by using the relevant compensation theory knowledge, technology and methods flexibly. The design of the new compensation system aims at the problems existing in the current salary management of the port port group. In accordance with the principle of the compensation system in the design and on the basis of detailed analysis and evaluation of the existing positions of the company, the new compensation system refers to the external compensation level. According to the modern salary management theory, we choose the corresponding salary level strategy and salary structure, and take the position compensation system as the basic system to reconstruct the basic salary, performance compensation and welfare compensation of the group company. Form a new salary scheme, summarize and evaluate the new compensation system and design process, discuss the success, and put forward some shortcomings, In case of further research and improvement, this paper organically combines the theory with the practice of enterprise management, hoping to provide reference and reference for the enterprise salary design of our country.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F562.6

【参考文献】