X公路工程公司薪酬福利体系的设计
发布时间:2018-04-26 22:23
本文选题:公路工程 + 薪酬 ; 参考:《河南科技大学》2012年硕士论文
【摘要】:在竞争日益激烈的21世纪,企业的竞争已经转化为人才的竞争;而人才的竞争就是企业人力资源管理水平的竞争,薪酬福利制度作为人力资源管理的重要模块,对企业吸引人才、使用人才、提升人才、留住人才有着至关重要的作用。 公路施工企业属于野外流动施工行业,具有点多、线长、面广,工作环境艰苦,员工流动性和分散性较强等特点,要充分调动各级各类员工的工作积极性,实现企业的发展目标,必须考虑路桥企业的行业特性及企业经营风险,兼顾企业利益和员工利益,合理设计薪酬福利方案。上世纪90年代,公路项目开始推行项目管理法,生产组织形式发生了转变,公路施工单位由原来普遍存在的“工程队”建制的施工模式,转变为以项目为经营载体、按照项目管理法来进行经营管理。同时,公路施工工程任务的承接也由以往的计划指派,转变为公开的招标活动,市场竞争日趋激烈。施工单位在中标之后,根据招标文件,按合同要求组织人员、设备进场临建,具备开工条件后,开始正常的施工。项目的组织形式为项目经理部建制,项目经理部是一个临时性的组织机构,在合同文件要求的工期内完成施工任务后,项目经理部即解散。很多公路施工企业,在实施项目管理法后,与之配套的制度建设严重滞后,特别是薪酬福利制度与公司经营状况不配套,暴露出的种种弊端,已经制约了企业的持续健康发展,薪酬福利体系的再设计势在必行。 作为公司人力资源的主管,笔者长期以来从事人力资源管理工作,,积累了一定的人力资源管理经验,同时,充分利用在MBA课程学习中学到的人力资源管理理论,特别是员工薪酬福利分配等理论,针对X公路工程公司在薪酬福利体系上存在的问题,利用文献分析法、规范性理论分析方法、调查研究法等分析公路施工的行业特征,在论文中,针对国内外先进的薪酬福利理论进行分析、论述,并结合薪酬福利体系有关理论和设计原则,对X公路工程公司进行薪酬福利体系再设计。在薪酬福利体系在设计过程中,对同行业单位进行了调研,收集国家有关薪酬福利的法律法规,针对X公路工程公司现行薪酬福利制度,向员工发放各类调查表,必要时走访员工面谈,征集其对薪酬福利制度的意见和建议。通过对X公路工程公司现行薪酬福利制度弊端的分析及对职工调查问卷的汇总、评价,提出自己的见解,制定出适合X公路工程公司的薪酬福利体系,使薪酬福利管理体系更好地支撑公司战略的发展,同时也希望能给公路工程施工企业的薪酬福利管理带来一定的借鉴意义。
[Abstract]:In the 21st century, the competition of enterprises has been transformed into the competition of talents, and the competition of talents is the competition of the level of human resources management, and the compensation and welfare system is an important module of human resources management. It is very important for enterprises to attract, use, promote and retain talents. Highway construction enterprises belong to the field of mobile construction, with many points, long lines, wide scope, difficult working environment, strong mobility and dispersion of staff, etc. It is necessary to fully mobilize the work enthusiasm of all kinds of employees at all levels, In order to realize the development goal of the enterprise, it is necessary to consider the industry characteristics of the road and bridge enterprises and the risk of the enterprise management, to give consideration to the interests of the enterprise and the interests of the staff, and to design the salary and welfare scheme reasonably In the 1990s, the highway project began to carry out the project management law, the production organization form has changed, the highway construction unit changed from the construction mode of the "engineering team" system, which existed in the original, to take the project as the management carrier. Manage according to the project management method. At the same time, the undertaking of highway construction project is changed from the previous plan to open bidding, and the market competition is becoming more and more fierce. After winning the bid, the construction unit shall, according to the bidding documents, organize the personnel and equipment to be built in the field in accordance with the contract requirements, and begin normal construction after the conditions for construction are available. The project management department is a temporary organization which dissolves the project manager department after completing the construction task within the time limit required by the contract document. After the implementation of the project management law, many highway construction enterprises have lagged behind in the construction of supporting systems. Especially, the compensation and welfare system does not match the company's operating conditions, which exposes various disadvantages, which have restricted the sustained and healthy development of the enterprises. The redesign of salary and welfare system is imperative. As the supervisor of human resources, the author has been engaged in human resource management for a long time and accumulated some experience in human resource management. At the same time, he made full use of the theory of human resource management learned in the study of MBA course. In particular, the theory of employee compensation and welfare distribution, aiming at the problems existing in the compensation and welfare system of X Highway Engineering Company, analyzes the industry characteristics of highway construction by using literature analysis method, normative theoretical analysis method, investigation and research method, etc. In this paper, the advanced compensation and welfare theory at home and abroad is analyzed and discussed. Combining with the relevant theories and design principles of compensation and welfare system, the compensation and welfare system of X Highway Engineering Company is redesigned. In the process of designing the compensation and welfare system, we investigated the same industry units, collected the national laws and regulations on compensation and welfare, and distributed all kinds of questionnaires to the employees in the light of the current compensation and welfare system of the X Highway Engineering Company. If necessary, interview with the staff to solicit their views and suggestions on the compensation and benefits system. Based on the analysis of the malpractice of the current compensation and welfare system of X Highway Engineering Company and the summary and evaluation of the questionnaire of the staff and workers, the author puts forward his own opinions and formulates the compensation and welfare system suitable for the X Highway Engineering Company. Make the salary and welfare management system better support the development of the company strategy, but also hope to bring certain reference significance to the highway construction enterprise salary and welfare management.
【学位授予单位】:河南科技大学
【学位级别】:硕士
【学位授予年份】:2012
【分类号】:F272.92;F542.6
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