上海GX机电科技有限公司薪酬结构设计方案研究

发布时间：2018-02-09 21:57

本文关键词： 薪酬结构人力资源中小企业　出处：《哈尔滨工业大学》2014年硕士论文　论文类型：学位论文

【摘要】：在世界各地的区域经济中，中小企业都是一股不可忽视的力量。随着中国经济近年来的持续高速发展，近年来，国家对中小企业的政策支持和经济扶持力度也逐年增加，在各个行业中，中小企业也如雨后春笋般涌现而出。然而，由于中小企业自身管理水平落后、资金实力不足、竞争力不强等问题，导致中小企业真正能够长久存活并发展壮大的并不占多数。在企业发展所需的各项资源中，人力资本是中小企业最容易获得，并且最易于管理的一项。而且，如果能够运用好企业的人力资本，最终所能给企业创造的价值和利益将远大于其他资本。上海GX机电科技有限公司作为一家创建仅2年多的中小企业，发展十分迅速，却也面临十分严重的人力资源问题。经过分析发现，企业内薪酬结构不合理，员工间薪酬不够平衡，企业员工薪酬相对市场不占优势等因素造成了该企业员工流失率过高的现状。因此，上海GX机电科技有限公司决定重新设计一套薪酬结构方案，以解决以上问题，稳定员工队伍，，构建更强大的技术团队，更好的扩大经营，促进企业长久发展。本文在对国内外研究进行分析的基础上，首先对上海GX机电科技有限公司的人力资源和薪酬结构现状进行了分析，剖析了其现行薪酬结构所存在的问题。其次，根据GX机电的发展战略和企业特点，借鉴了“宽带薪酬”和“战略薪酬”理论的特点和思路，为其设计了一套全新的薪酬结构方案，即实行职能岗位与专业岗位分开的双线薪酬体系，并为了便于调整企业薪酬水平而为整个企业的员工工资设置一个标准值。再次，对新方案进行了优劣势和将对企业有何影响的分析。最后，对GX机电薪酬结构方案实施所需的保障措施进行了研究，从人事、行政、战略的方面阐述了保障制度的构建。
[Abstract]:In the regional economy all over the world, small and medium-sized enterprises are a force that can not be ignored. With the sustained and rapid development of China's economy in recent years, in recent years, the state policy support and economic support for small and medium-sized enterprises have also increased year by year. In various industries, small and medium-sized enterprises have sprung up. However, due to the backward management level of small and medium-sized enterprises, the lack of capital strength, the lack of competitiveness and other problems, It is not the majority that leads to the real long-term viability and growth of SMEs. Of all the resources needed for enterprise development, human capital is the most accessible and manageable one for SMEs... and, If we can make good use of the human capital of the enterprise, the value and benefit that can be created for the enterprise in the end will be far greater than the other capital. Shanghai GX mechatronics & technology co., Ltd., as a small and medium-sized enterprise which has been established for only over 2 years, has been developing rapidly, but it is also facing a very serious human resource problem. After analysis, it is found that the salary structure in the enterprise is unreasonable. The imbalance of compensation among employees and the fact that the employees' compensation is not superior to the market results in the high turnover rate of employees in this enterprise. Therefore, Shanghai GX Mechanical and Electrical Technology Co., Ltd. has decided to redesign a set of compensation structure plan. In order to solve the above problems, stabilize the staff, build a stronger technical team, better expand management, and promote the long-term development of enterprises. Based on the analysis of domestic and foreign research, this paper firstly analyzes the present situation of human resources and salary structure of Shanghai GX Electromechanical Technology Co., Ltd., and analyzes the problems existing in its current salary structure. According to the development strategy of GX electromechanical and the characteristics of enterprises, this paper draws lessons from the characteristics and ideas of the theory of "broadband compensation" and "strategic compensation", and designs a new compensation structure scheme for GX electromechanical system. That is, to implement a two-line salary system that separates functional posts from professional posts, and to set a standard value for the employees' wages of the whole enterprise in order to facilitate the adjustment of the enterprise's salary levels. Again, This paper analyzes the advantages and disadvantages of the new scheme and how it will affect the enterprise. Finally, the paper studies the necessary safeguard measures for the implementation of the GX electromechanical salary structure scheme, and expounds the construction of the security system from the aspects of personnel, administration and strategy.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61

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