铁路局X工务段技术人员薪酬体系优化研究

发布时间：2018-07-07 08:57

本文选题：技术人员 + 薪酬管理　；参考：《西南交通大学》2012年硕士论文

【摘要】：随着我国经济的快速发展,交通运输业正处于高速发展的时期。铁路作为其中的一种运输方式,正面临着来自于公路、航空、水路等运输方式的威胁。如何提高铁路的运输效率,技术人才是关键。铁路局X工务段作为全国最大的工务段之一,一直秉承“尊重知识,尊重人才”的原则,特别注重对人才的培养,重视高级技术人才的开发。工务段目前实行的薪酬制度是岗位技能工资制,还没有一套适合技术人员的薪酬体系。然而,如何根据各个工务段自身的实际情况建立一套符合自身特色的技术人员薪资体系,切实有效的吸引、留住、激励人才,己成为铁路局急于改善和解决的关键问题。针对技术人员设计的薪资体系,它主要是以员工的所拥有的技术方面的知识和实际工作中的技能水平来确定其在组织中的价值。它有助于引导技术人员重视个人技能的增长和自身能力的提高,有利于推动技术人员良好的工作绩效,进而从根本上增强组织的行业竞争力。本文以铁路局X工务段为研究背景。首先,阐述了本文研究的目的和意义,指出了该领域的相关问题以及基本的研究思路。其次,进行了薪酬管理相关的理论概述,比如薪酬的定义及构成,激励理论,宽带薪资的概念、内容及作用等。再次,阐述了技术人员的双重职业发展通道,具体的介绍了技能工资的用途及技能薪酬计划的设计流程。最后,通过运用访谈法和直线方程拟合法对铁路局X工务段的现状进行了系统的分析。结合这些分析结果,对铁路局X工务段技术人员的薪酬管理状况做了系统的概述并找出了其中的各种问题。针对这些问题,采用了360度评价法、工作分析方法、层次分析法、一次性检验法以及宽带薪酬等对铁路局X工务段技术人员的薪酬管理提出了一些优化对策。
[Abstract]:With the rapid development of China's economy, transportation industry is in a period of rapid development. Railway, as one of the transportation modes, is facing the threat from highway, aviation, waterway and so on. How to improve the efficiency of railway transportation, technical personnel is the key. As one of the largest public works sections in the country, the X section of railway bureau has always adhered to the principle of "respecting knowledge and respecting talents", paying special attention to the cultivation of talents and the development of advanced technical talents. At present, the compensation system of the public works section is the post skill wage system, and there is not a suitable salary system for the technical personnel. However, how to set up a set of technical personnel salary system according to the actual situation of each public works section, which can attract, retain and motivate talents effectively and effectively, has become the key problem that railway bureau is eager to improve and solve. The salary system designed for technicians is mainly based on the technical knowledge of the employees and the skill level in the actual work to determine their value in the organization. It is helpful to guide technicians to attach importance to the growth of personal skills and the improvement of their own ability, to promote the good job performance of technical personnel, and to fundamentally enhance the competitiveness of the organization in the industry. This paper takes X section of Railway Bureau as the research background. First of all, the purpose and significance of this study are expounded, and the related problems and basic research ideas in this field are pointed out. Secondly, the paper summarizes the related theories of salary management, such as the definition and composition of salary, incentive theory, the concept, content and function of broadband salary. Thirdly, the dual career development channel of technical personnel is expounded, and the purpose of skill salary and the design flow of skill salary plan are introduced in detail. Finally, the present situation of X section of railway bureau is analyzed systematically by using interview method and linear equation fitting method. Based on these analysis results, the salary management status of technical personnel in X section of railway bureau is systematically summarized and various problems are found out. Aiming at these problems, 360 degree evaluation method, work analysis method, analytic hierarchy process method, one-off test method and broadband salary are used to optimize the salary management of technical personnel in X section of railway bureau.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F532

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