长沙高新控股集团总公司薪酬管理改进研究

发布时间：2018-04-04 17:14

本文选题：长沙高新控股集团总公司　切入点：薪酬管理　出处：《湖南大学》2014年硕士论文

【摘要】：人力资源在知识经济时代已上升到第一资源的重要位置，而薪酬管理又是企业人力资源管理的核心内容。建立科学合理的薪酬管理体系，强化薪酬的激励作用，提升人才竞争优势，是企业长远发展战略中的一项关键工作。近几年来，长沙高新控股集团总公司的薪酬制度运行情况很不乐观，，员工满意度较差，激励作用发挥不足，人才流失严重，迫切需要进行优化和改进。本文的研究正基于以上现实情况来展开。系统阐述了长沙高新控股集团总公司的薪酬制度现状，运用文献资料查询、问卷调查、重点座谈等方式，发现公司薪酬管理存在以下问题：薪酬设计缺乏战略性、内部存在不公平、薪酬提升通道不畅等。在此基础上，运用现代薪酬设计的相关理论，以总量控制、平稳推进、分类管理为原则，在岗位分析、岗位评价、薪酬定位的基础上，根据公司的实际情况，对公司的薪酬总量和增幅进行调控，确定员工薪酬结构，并确定不同类别员工的岗位系数，并明确确定高管人员薪酬管理办法。本文的研究成果，对优化国有企业的薪酬管理体系，推进薪酬改革，提升员工的工作效率，支持公司发展战略，增强公司在行业中的竞争力，提供了理论支持和实践借鉴。
[Abstract]:In the era of knowledge economy, human resource has risen to the important position of the first resource, and salary management is the core content of enterprise human resource management.To establish a scientific and reasonable salary management system, to strengthen the incentive role of salary, and to enhance the competitive advantage of talents is a key task in the long-term development strategy of an enterprise.In recent years, the salary system of Changsha Hi-tech holding Group Corporation is not optimistic, the employee satisfaction is poor, the incentive function is insufficient, the brain drain is serious, so it is urgent to optimize and improve.The research of this paper is based on the above reality.This paper systematically expounds the present situation of the salary system of Changsha Hi-tech holding Group Corporation, and finds that the compensation management of the company has the following problems: the lack of strategic salary design, using the methods of literature inquiry, questionnaire investigation, discussion and so on.The internal existence is unfair, the salary promotion channel is not smooth and so on.On this basis, using the relevant theory of modern salary design, taking total quantity control, steady advance, classified management as the principle, on the basis of post analysis, post evaluation, salary orientation, according to the actual situation of the company,Control the total compensation and increase of the company, determine the salary structure of employees, determine the post coefficient of different categories of employees, and clearly determine the executive compensation management methods.The research results of this paper provide theoretical support and practical reference for optimizing the salary management system of state-owned enterprises, promoting the salary reform, improving the work efficiency of employees, supporting the development strategy of the company, and enhancing the competitiveness of the company in the industry.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F299.233.4

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