西部矿业集团有限公司薪酬体系优化设计

发布时间：2018-01-24 04:58

本文关键词： 薪酬管理薪酬结构薪酬体系薪酬设计西部矿业集团有限　出处：《兰州大学》2017年硕士论文　论文类型：学位论文

【摘要】：薪酬事关劳动者的最根本利益,而薪酬问题也是劳动者、用人单位乃至整个劳动市场最为敏感的话题,各行各业的薪酬状况及变动趋势更是全社会都为之关注的问题。薪酬制度是否完善合理,将直接关系着企业人事架构的稳定及后续发展。然而,目前,我国企业在具体的管理过程中,其薪酬管理仍然存在诸多问题,比如薪酬结构设计不合理、薪酬水平缺乏竞争性、考核制度不完善等,诸如此类问题的不断叠加,直接影响了员工对企业的忠诚度及对工作热情的投入。另外,一些企业仍然被传统、陈旧的薪酬体制所制约,导致企业无法适应时代的发展,甚至在市场竞争中被淘汰。西部矿业集团有限公司作为一家以矿产资源综合开发为主营业务的大型企业,长期沿用事业单位的薪酬体制,结构较为古板,薪酬设计缺乏系统性,分配平均现象十分严重。当前采用的薪酬管理体系已不能满足发展需要,无法激发员工的工作热情,导致员工的工作效率低下,离职率居高不下,这些缺陷严重制约了公司的发展。基于以上背景,本文以西部矿业集团有限公司薪酬体系优化设计为研究对象,以薪酬管理相关理论为基础,通过对西部矿业集团有限公司现有的薪酬管理体系现状及存在问题的深入剖析,以此为前提,提出西部矿业集团有限公司薪酬体系再设计,主要从西部矿业集团有限公司薪酬策略选择、薪酬体系设计的目标及原则、薪酬体系设计的步骤以及薪酬结构设计四个方面重点展开,最后,提出西部矿业集团有限公司新薪酬体系的实施保障,重点从领导重视薪酬体系设计与实施、不断进行组织结构优化、不断完善考核体系及培养良好的企业文化四个方面重点展开,以期对西部矿业集团有限公司现有的薪酬体系起到很好的优化,也对其他类似公司薪酬体系优化设计起到一定的借鉴作用。
[Abstract]:Compensation is related to the most fundamental interests of workers, and the issue of compensation is also the most sensitive topic for workers, employers and even the whole labor market. Pay situation and change trend of various industries are all concerned by the whole society. Whether the compensation system is perfect and reasonable will directly affect the stability and subsequent development of the enterprise personnel structure. However, at present. In the concrete management process of Chinese enterprises, there are still many problems in their salary management, such as unreasonable design of salary structure, lack of competitive compensation level, imperfect assessment system, and so on. The superposition of such problems directly affects the employee's loyalty to the enterprise and their devotion to the work enthusiasm. In addition, some enterprises are still restricted by the traditional and old salary system. As a result, enterprises can not adapt to the development of the times, or even be eliminated in the market competition. Western Mining Group Co., Ltd. is a large enterprise with comprehensive development of mineral resources as its main business. For a long time, the salary system of public institutions is used, the structure is rather rigid, the salary design is lack of systematicness, the phenomenon of distribution average is very serious. The current salary management system can not meet the needs of development. Unable to stimulate the enthusiasm of employees, resulting in low efficiency of staff, high turnover rate, these defects seriously restrict the development of the company. Based on the above background. This paper takes the optimal design of compensation system of Western Mining Group Co., Ltd. as the research object, and takes the theory of compensation management as the basis. Through the in-depth analysis of the current situation and existing problems of the compensation management system of the Western Mining Group Co., Ltd., this paper puts forward the re-design of the compensation system of the Western Mining Group Co., Ltd. Mainly from the West Mining Group Co., Ltd. compensation strategy choice, compensation system design objectives and principles, pay system design steps and pay structure design focus on four aspects, finally. Put forward the implementation of the new compensation system of Western Mining Group Co., Ltd., focus on the leadership pay attention to the design and implementation of the system, and continue to optimize the organizational structure. Constantly improve the assessment system and cultivate a good corporate culture in four areas, with a view to the West Mining Group Co., Ltd. existing pay system to play a very good optimization. Also to other similar companies pay system optimization design plays a certain reference role.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.1

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