A企业薪酬体系问题及对策研究

发布时间：2018-02-01 13:12

  本文关键词： 薪酬 薪酬水平 薪酬结构 全面薪酬　出处：《河北大学》2016年硕士论文　论文类型：学位论文

【摘要】：薪酬在企业中的激励作用已是众所周知,是最有力的内在驱动力。薪酬管理是人力资源管理的重中之重,它影响着人力资源管理成效及企业的整体绩效。薪酬体系设计的合理与否,将影响到员工的切身利益,进而又将影响到自身的生产率,最终影响整个企业的生产率。因此企业需要在内部建立出一套薪酬体系,这套薪酬体系要结合自身的发展特点,从而留住企业人才,使企业人力资源在市场中保有一定的竞争优势,这样又会为企业致胜增加砝码[1]。论文总共分为五章。第一章是本文的绪论部分。在这章主要介绍了论文的选题背景、论文研究的目的和意义、论文研究的内容及本论文的创新之处。第二章是理论基础综述部分。本章首先介绍了薪酬体系相关的概念;其次介绍了薪酬体系设计的理论基础;最后是薪酬体系设计的原则。这些为第四章我们优化A企业薪酬体系奠定了理论基础。第三章是A企业薪酬体系现状及问题分析部分。薪酬管理属于人力资源管理的六大模块之一,优化薪酬体系首先要对企业人力资源现状进行分析。本章首先对A企业的人力资源现状进行了介绍,其次对企业薪酬体系的现状进行了分析,最后根据薪酬体系的现状,指出企业现有薪酬体系存在的问题和不足,为我们解决薪酬体系所存在的问题做下铺垫。第四章是优化企业薪酬体系的措施分析,在这一章节,我们根据所提出的薪酬体系的问题,提出有针对性的措施,包括企业的薪酬体系要与公司发展战略相匹配;实施薪酬调查,确定出有竞争力的薪酬水平;优化企业的薪酬结构;企业薪酬构成的优化;实施弹性福利制度;薪酬政策的透明化;薪酬的分配应向关键、重要性岗位倾斜。第五章是结论与展望部分。在这一章节对本研究的成果作了总结;然后指出了本研究所存在的局限性;最后说明随着企业发展战略目标的变化,企业的薪酬体系也要适时调整。
[Abstract]:The incentive role of salary in enterprises is well known and the most powerful internal driving force. Compensation management is the most important part of human resource management. It affects the effectiveness of human resources management and the overall performance of the enterprise. Whether the design of compensation system is reasonable or not will affect the vital interests of employees and then affect their own productivity. Finally, the productivity of the whole enterprise is affected. Therefore, the enterprise needs to establish a set of compensation system in the internal, which should be combined with its own development characteristics, so as to retain the enterprise talent. The human resources of the enterprise will have a certain competitive advantage in the market, which will increase the weight for the success of the enterprise. [1. The thesis is divided into five chapters. The first chapter is the introduction of this paper. In this chapter, the background of the thesis, the purpose and significance of the research are introduced. The content of this paper and the innovation of this paper. The second chapter is a summary of the theoretical basis. Firstly, this chapter introduces the concept of compensation system; Secondly, it introduces the theoretical basis of salary system design. Finally, it is the principle of salary system design, which lays a theoretical foundation for us to optimize the compensation system of enterprise A in Chapter 4th. Chapter three is the present situation and problem analysis part of compensation system of A enterprise. Compensation management belongs to human resources management. One of the six modules of theory. In order to optimize the compensation system, we should first analyze the current situation of human resources in enterprises. Firstly, this chapter introduces the current situation of human resources in enterprise A, and then analyzes the current situation of the compensation system of enterprises. Finally, according to the status quo of the compensation system, the paper points out the problems and shortcomings of the existing compensation system, and lays the groundwork for us to solve the problems in the compensation system. Chapter 4th is the analysis of the measures to optimize the enterprise compensation system. In this chapter, according to the proposed compensation system, we put forward targeted measures, including the compensation system of enterprises to match the development strategy of the company; Carry out salary survey to determine competitive salary level; Optimize the salary structure of the enterprise; The optimization of enterprise salary composition; Implementing a flexible welfare system; Transparency of pay policies; The distribution of salary should be to the key and the important position should be inclined. Chapter 5th is the conclusion and prospect part. In this chapter, the results of this study are summarized. Then the limitations of this study are pointed out. Finally, with the change of the strategic goal, the compensation system of the enterprise should be adjusted in good time.
【学位授予单位】：河北大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.72
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本文编号：1481939