南航某分公司飞行员激励性薪酬的优化设计

发布时间：2018-06-02 13:59

本文选题：飞行员 + 薪酬　；参考：《大连海事大学》2012年硕士论文

【摘要】：伴随着近年来中国经济的快速发展,航空业也面临着许多新的机遇和挑战。市场的竞争环境越来越激烈。其中飞行员作为航空公司的核心资源和力量,其工作环境和薪酬待遇也得到了越来越高的重视。近些年源于薪酬待遇引发的一系列罢飞,返航等责任事故,在给航空公司造成巨大经济损失和负面影响之外,直接影响了飞行安全及乘客的人身安全。总之,完善飞行员的人力资源管理方案;改进飞行员的薪酬制度,使其发挥更完善的激励效果,才是解决航空公司与飞行员之间矛盾,保证安全飞行的合理措施。本文以南航某分公司飞行部为研究对象,以经济学、管理学、组织行为学等学科知识为依托,主要运用人力资源管理、绩效考核、激励理论、薪酬管理等理论,以该企业薪酬体系的实际情况与存在的问题作为背景进行研究。从影响薪酬的外部环境到内部因素,从公司的整体架构到飞行人员的内心变化等进行分析整理得出现有薪酬结构的不稳定性和低激励性。并结合人力资源管理的相关理论知识,提出相应的建议和解决方案,从而设计出合理化,人性化的飞行部工作人员的薪酬体系,并对飞行员未来的培养和流动机制及人力资源等管理方案做出展望。本文共分为六章。第一章提出问题,说明选题的意义,主要研究的内容及方法、思路。第二章以薪酬及激励性薪酬理论为基础,结合飞行员实际的薪酬制度,说明飞行员薪酬的构成;同时根据工作负荷的原理,阐明飞行员的工作负荷与飞行小时数的密切关系;并运用相关激励理论阐明飞行员薪酬的激励制度其积极的意义。第三章论述影响某分公司飞行员激励性薪酬的现状及其影响因素。第四章是实证研究及数据分析部分。根据薪酬的激励因素对南航某分公司飞行员进行了设计问卷,并根据指标的相关问题进行进行统计分析。得出现有薪酬制度的低满意度及低激励性。第五章结合现有公司飞行员薪酬制度在提高满意度及激励性方面加以改善创新,得出符合现阶段航空公司飞行员合理人性化的薪酬制度。并将人力资源管理方案进行完善。第六章为结论部分。对全文所作的工作进行了总结并对所分析研究得出的公司飞行员薪酬制度的现实应用做出了展望。
[Abstract]:With the rapid development of Chinese economy in recent years, aviation industry is facing many new opportunities and challenges. The competitive environment in the market is becoming more and more intense. Pilots, as the core resources and strength of airlines, pay more and more attention to their working environment and salary. In recent years, a series of accidents such as strike and return caused by salary and salary have caused huge economic losses and negative effects to airlines, which directly affect flight safety and personal safety of passengers. In a word, it is a reasonable measure to solve the contradiction between the airline company and the pilot and to ensure the safe flight by improving the pilot's human resource management scheme and improving the pilot's salary system so as to give play to the more perfect incentive effect. Based on the knowledge of economics, management, organizational behavior and other disciplines, this paper mainly applies the theories of human resource management, performance appraisal, incentive theory, salary management, and so on, taking the flight department of a branch of China Southern Airlines as the research object, and relying on the knowledge of economics, management, organizational behavior, and so on. Based on the actual situation of the enterprise compensation system and existing problems as the background. From the external environment to the internal factors, from the overall structure of the company to the internal changes of the pilots, the instability and low incentive of the existing salary structure are obtained. Combining with the related theory knowledge of human resource management, the paper puts forward the corresponding suggestions and solutions, so as to design a reasonable and humanized salary system for flight staff. The future training and mobility mechanism of pilots and human resources management programs are prospected. This paper is divided into six chapters. The first chapter puts forward the question, explains the significance, the main research content and the method, the train of thought. The second chapter is based on the theory of compensation and incentive compensation, combined with the actual compensation system of pilots to explain the composition of pilots' compensation, at the same time, according to the principle of workload, it clarifies the close relationship between pilots' workload and the number of flying hours. And use the relevant incentive theory to clarify the positive significance of pilot compensation incentive system. The third chapter discusses the status quo and influencing factors of pilot incentive compensation in a branch company. The fourth chapter is empirical research and data analysis. According to the incentive factors of salary, the pilot of a branch of China Southern Airlines was designed a questionnaire, and the statistical analysis was carried out according to the related problems of indicators. Get the low degree of satisfaction and low incentive of the existing salary system. The fifth chapter combines with the existing airline pilot compensation system to improve the satisfaction and incentive to improve innovation, and get a reasonable humanized compensation system in line with the current airline pilots. And the human resources management program to improve. Chapter six is the conclusion. This paper summarizes the work done in this paper and looks forward to the practical application of the airline pilot compensation system.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F562.6;F272.92

【参考文献】