湖南新康辉国际旅行社薪酬管理体系优化研究

发布时间：2018-06-24 23:16

本文选题：湖南新康辉国旅 + 薪酬体系优化　；参考：《中南大学》2013年硕士论文

【摘要】：湖南新康辉国际旅行社有限责任公司是经国家旅游局批准,中国康辉集团直接控股的国际旅行社,是中国旅行社协会会员、湖南省旅行社协会和长沙市旅行社协会副会长单位、湖南省旅游协会常务理事,荣膺2010、2011年度全国百强旅行社、湖南省五星级旅行社,历年来湖南省旅游局信誉等级评定A级并荣获湖南省最佳星级旅行社、湖南星级旅行社优秀品牌等荣誉。旅行社自成立以来,重视对旅游前景的解读和对旅游市场的开拓,在内部管理尤其是人力资源管理方面并未引起足够的重视,导致新康辉国旅在发展中遇到了瓶颈。其中,在人力资源管理方面的缺失突出表现在薪酬体系设计的不足,导致人才流失较为严重,制约了新康辉国旅的进一步发展。本文以工资决定理论、整体薪酬理论、薪酬体系设计理论等工商管理学理论为指导,在既有国内外研究文献的基础上,优化设计了湖南新康辉国际旅行社薪酬体系。具体而言：本文首先回顾了国内外关于薪酬管理、薪酬体系设计的现有研究文献成果,学习并简述了与薪酬体系设计密切相关的管理学基础理论。然后概述了世界旅游业、中国旅游业和湖南旅游业的市场和发展概况,简述了旅行社的发展现状,对湖南新康辉国际旅行社的发展现状和薪酬管理现状进行了描述,总结出其当前在薪酬设计和管理方面主要存在的问题为：导游人员的直接薪酬存在问题；外联、计调人员的直接薪酬存在问题；福利保障体系尚不完善；工资总额中固定部分占主体、数额低,活的部分不规范；内部关系分配不顺、整体上看工资差距过大,但部门内部差距过小。基于以上存在的问题,本文对湖南新康辉国旅的薪酬体系进行了重新设计和优化。在遵循整体设计原则和思路的基础上,考虑到管理层、普通员工与导游员工工作性质的巨大差异,本文分别对管理层、普通员工与导游员工的薪酬体系进行了设计：对于管理层和普通员工,本文从实施岗位评价,划分岗位等级、确定工资中线、调整工资结构,建立新的工资构成、薪酬支付、社会保险和福利设计等五个方面进行了优化设计；对于导游员工,本文为其薪酬体系进行了重构,重构的导游员工薪酬体系包括了岗位资质工资、绩效工资和出团补贴三个方面,并对每一个指标及其二级指标的权重进行了设计。并对该优化后的薪酬体系的实施效果进行了分析。在设计出湖南新康辉国旅新的薪酬体系之后,本文从对新体系进行有效宣传、完善绩效考核系统、完善绩效管理的配合和内外部体制配套改革四个方面,制定了全新的薪酬体系的实施保障措施。
[Abstract]:Hunan Xinkanghui International Travel Service Co., Ltd. is a member of China Travel Service Association, approved by the National Tourism Administration and directly controlled by China Kanghui Group, and a vice chairman unit of Hunan Travel Service Association and Changsha City Travel Agency Association. Hunan Provincial Tourism Association executive director, the 2010 / 2011 National Top 100 Travel agencies, Hunan five-star travel agencies, Hunan Provincial Tourism Bureau over the years reputation rating A and won the best star travel agency in Hunan Province. Hunan star travel agency excellent brand and other honors. Since its establishment, the travel agency has attached great importance to the interpretation of tourism prospect and the development of tourism market, and has not paid enough attention to the internal management, especially the human resources management, which has led to the bottleneck in the development of New Kanghui National Travel Service. Among them, the deficiency in human resource management is the deficiency of salary system design, which leads to serious brain drain and restricts the further development of New Kanghui China Travel. Under the guidance of the theories of industry and commerce administration, such as wage determination theory, whole salary theory and salary system design theory, this paper optimizes and designs the compensation system of Hunan New Kanghui International Travel Agency on the basis of existing domestic and foreign research literature. Specifically, this paper first reviews the existing literature on salary management and compensation system design, and studies and briefly describes the basic theories of management which are closely related to the design of compensation system. Then it outlines the world tourism, Chinese tourism and Hunan tourism market and development situation, briefly describes the development of travel agencies, Hunan New Kanghui International Travel Service development and salary management status quo is described. The main problems in salary design and management are summarized as follows: direct salary of tour guide personnel, outreach, direct compensation of dispatcher, imperfect welfare security system, etc. The fixed part of the total salary occupies the main body, the amount is low, the living part is not standard; the internal relation distribution is not good, the overall look at the wage gap is too big, but the department internal disparity is too small. Based on the above problems, this paper redesigns and optimizes the compensation system of Hunan New Kanghui National Travel Service. On the basis of following the principles and ideas of the overall design, and considering the huge differences in the nature of the work of the management, ordinary staff and tour guide staff, The salary system of the ordinary staff and tour guide staff is designed: for the management and ordinary staff, this paper carries out the post evaluation, classifies the post grade, determines the wage midline, adjusts the wage structure, establishes the new salary constitution, the salary payment, Five aspects of social insurance and welfare design are optimized. For tour guide staff, this paper reconstructs their compensation system, which includes post qualification salary. Performance salary and out-of-group subsidy are three aspects, and the weight of each index and its secondary index are designed. The effect of the optimized salary system is analyzed. After designing the new salary system of Hunan New Kanghui National Travel Service, this paper focuses on four aspects: effective propaganda of the new system, perfection of the performance appraisal system, perfection of the cooperation of the performance management and reform of the internal and external system. Has formulated the brand-new salary system implementation safeguard measure.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F592.6

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