GL机场薪酬体系设计研究

发布时间：2018-11-20 11:00

【摘要】：国民经济的增长带动了我国民航业的高速发展。为了使机场更好的为地方经济服务,机场从2002年开始进行属地化改革,所有权和经营权从民航总局交由地方政府进行管理,改变了过去机场事业单位的定位,开始推行企业化的管理,逐步建立起现代企业制度。虽然外界环境和体制发生了变化,但很多机场在薪酬管理方面一直沿用改革前的制度,没有进行相应调整,与机场的发展不相适应,并产生了一些不利影响。 GL机场现行薪酬体系于1998年制定,随着机场业务量的增加、内外环境的变化以及经营体制的转型,GL机场对战略规划进行了较大的调整,但薪酬体系却没有改变,目前存在人工成本偏高、激励效果不明显、不能体现岗位价值以及缺乏内部公平等弊端,亟需进行重新设计。对GL机场进行薪酬设计目的是为了控制过快增长的人工成本,激励员工高效工作,保持机场的核心竞争优势。在设计时,首先需要对机场情况进行认真、细致的调查,运用薪酬管理、绩效管理以及激励理论等相关理论来指导薪酬设计。另外,还要结合企业的发展战略,综合考虑各种因素的影响,才能设计出与企业发展相匹配的薪酬体系。基于职位的GL机场薪酬体系设计以岗定薪,同时综合考虑绩效、技能等影响因素,采用宽带薪酬设计理念确定薪酬结构。新的薪酬体系将充分发挥薪酬的激励和引导作用,更加符合机场的实际运行情况,能够降低机场的运行成本,引导员工加强学习、增强技能、提高工作积极性和工作效率,从而促进GL机场的可持续发展。
[Abstract]:The growth of the national economy has driven the rapid development of China's civil aviation industry. In order to make the airport better serve the local economy, the airport began to carry out a localized reform in 2002, and the ownership and management rights were handed over to the local government from the General Administration of Civil Aviation for management, which changed the orientation of the airport institutions in the past. Begin to carry out the management of enterprise, establish modern enterprise system step by step. Although the external environment and system have changed, many airports have been using the system of salary management before the reform, without corresponding adjustment, which is not in line with the development of the airport, and has had some adverse effects. The current salary system of GL Airport was established in 1998. With the increase of airport business volume, the change of internal and external environment and the transformation of management system, GL Airport has made great adjustments to the strategic planning, but the compensation system has not changed. At present, there are some disadvantages, such as high labor cost, low incentive effect, lack of post value and lack of internal fairness, so it is urgent to redesign. The purpose of the compensation design of GL airport is to control the excessive increase of labor cost, to motivate the staff to work efficiently and to maintain the core competitive advantage of the airport. In the design of the airport, it is necessary to carefully investigate the situation of the airport, and apply the theories of salary management, performance management and incentive theory to guide the compensation design. In addition, combining the development strategy of the enterprise and considering the influence of various factors, we can design the salary system matching with the development of the enterprise. The salary system of GL airport based on position is designed with fixed salary at the same time considering the influence factors such as performance skill and so on the salary structure is determined by the concept of broadband compensation design. The new compensation system will give full play to the incentive and guidance role of the compensation, more in line with the actual operation of the airport, can reduce the operating costs of the airport, guide the staff to strengthen their learning, enhance their skills, and improve their enthusiasm and efficiency. So as to promote the sustainable development of GL airport.
【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F562.6

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