整体报酬在企业中应用的研究

发布时间：2018-01-28 04:48

本文关键词： 整体报酬薪酬福利　出处：《对外经济贸易大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着我国企业的发展和管理水平的成熟,人才都是推动的持续动力,人才的竞争在各个行业都越发激烈。而现在的人才市场非常透明,员工对于工作机会的考虑越来越全面,早已不是铁饭碗或薪酬为王的年代。雇主为了能够吸引、激励和留住员工,很大程度上取决于整体报酬是否合理。整体薪酬运用得当,就能够很好地吸引和保留员工,不得当则会导致员工积极性下降,甚至使企业人才外流,影响企业的发展。企业在制定薪酬策略的时,要顺应组织发展的战略目标。组织的目标确定了,薪酬的功能也就可以确定从而推动组织向目标发展了。在经济下行的环境下,人力资源的薪酬策略不能只单纯依靠固定薪酬策略或短期激励策略来吸引人才保留人才,而应开始着眼与整体薪酬策略的设计和管理,从薪酬、福利、职业发展、工作与生活平衡各个方面的政策来进行人才的吸引、保留与激励,从而推动企业发展,达成组织目标。本文通过对整体报酬概念的分解与剖析,结合近几年人才市场的变化趋势,分析整体报酬各个组成部分的设计特点。以一家综合性集团A为例,分析在当前业务及管理水平下碰到的人力资源问题,并通过薪酬、福利等部分的设计,提升人力资源管理水平,找到适合企业发展的整体报酬方案。
[Abstract]:With the development of China's enterprises and the level of management is mature, talent is the power to promote the sustained, talent competition in various industries is more and more intense. And now the talent market is very transparent, employees are considered for the job more comprehensive, is not a secure job or salary is king of the era. In order to attract employers. To motivate and retain employees, largely depends on the overall remuneration is reasonable. The overall compensation used properly, they can better attract and retain employees, not when it will lead to the enthusiasm of employees decreased, even make the enterprise brain drain, affect the development of enterprises. Enterprises in the formulation of compensation strategy, to conform to the strategic objectives of the organization the development of the organization. The goal to determine the function of salary can be determined so as to promote the development of the organization to the target. In the economic downturn of the environment, human resources strategy can not only pay Relying on the fixed salary strategy or short-term incentive strategy to attract talent and retain talent, and should begin to focus on the design and management of the overall salary strategy from the salary, welfare, occupation development, attract the balance between work and life in all aspects of the policy of talent, retention and motivation, so as to promote the development of enterprises, to achieve organizational goals in this paper. Through the analysis of the overall concept of decomposition and compensation, combined with the trend of the talent market in recent years, analysis of design features of the part of the overall remuneration to each. An integrated group of A as an example, the analysis of human resources problems encountered in the current business and management level, and through the salary, welfare and other parts of the design. Improve the level of human resource management, to find the overall compensation plan for enterprise development.

【学位授予单位】：对外经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F279.26

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