宁夏和宁化学有限公司绩效量化考核与薪酬体系的再设计

发布时间：2018-02-12 19:03

本文关键词： 宁夏和宁公司绩效量化考核薪酬体系再设计　出处：《宁夏大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着全球经济一体化进程与国际、国内市场竞争的不断加剧,企业的发展在复杂的市场前景下,面临着诸多的机遇与挑战。传统化工行业面临产能过剩、成本上涨、利润空间压缩的严峻形势,如何在向管理要效益的现代企业发展中,通过设计、维系及调整组织内部的人力资源管理体系,为企业的高效高质运作提供内动力的保障,已成为现代企业兴衰成败的关键。宁夏和宁公司作为一家传统煤化工生产企业,外部受行业影响面临着艰难的保生存、图发展的局面;内部受到传统计划经济观念的影响,企业的员工激励机制还比较的落后。传统的考核方法无法对员工的工作表现、专业技能等作出全面评价,这样就使得的考核结果的科学性和公平性大大降低,面临骨干人员流失与生产效率降低的危险局面。本文以宁夏和宁公司作为研究对象,通过对公司基本情况的描述以及目前在绩效量化考核与薪酬体系中存在问题的介绍,运用国内外先进的人力资源管理理论和研究方法,查找企业现有绩效考核体系和薪酬体系中存在的缺陷,深入探讨和分析问题的成因,对宁夏和宁公司绩效量化考核体系和薪酬体系进行再设计。通过再设计,理清组织架构及人员分工职责,对绩效量化考核方法与内容、薪酬分配方式等进行改进,确保绩效量化考核体系的科学全面,能够客观公正的评价员工工作绩效,通过与之匹配的薪酬体系的激励作用,调动广大员工工作的积极性,发挥其潜力,促使人才进行转型升级,为公司创造更大的价值和效益。
[Abstract]:With the process of global economic integration and international market competition, the development of enterprises is facing many opportunities and challenges under the complicated market prospect. The traditional chemical industry is facing overcapacity and rising costs. In the severe situation of compressing profit space, how to maintain and adjust the human resource management system of the organization through designing, maintaining and adjusting the human resource management system in order to provide the guarantee of internal power for the high efficiency and high quality operation of the enterprise in the development of modern enterprises that want benefit from management. Ningxia Hanning Company, as a traditional coal chemical production enterprise, is faced with a difficult situation of survival and development under the influence of the industry, and is influenced by the traditional concept of planned economy. The employee incentive mechanism of the enterprise is still relatively backward. The traditional assessment method can not make a comprehensive evaluation of the employee's work performance, professional skills, etc. This will greatly reduce the scientific nature and fairness of the assessment results. This paper takes Ningxia Hening Company as the research object, through describing the basic situation of the company and introducing the existing problems in the performance quantitative evaluation and compensation system. Using advanced human resource management theories and research methods at home and abroad, to find out the defects in the existing performance appraisal system and salary system, and to probe into and analyze the causes of the problems. This paper redesigns the performance quantification appraisal system and salary system of Ningxia Hanning Company. Through the redesign, it clarifies the organization structure and personnel division of duties, improves the methods and contents of the performance quantification appraisal, the way of salary distribution, etc. To ensure that the quantitative performance appraisal system is scientific and comprehensive, and can objectively and fairly evaluate the performance of employees. Through the incentive role of the matching compensation system, we can mobilize the enthusiasm of the vast number of employees and give full play to their potential. Promote talent transformation and upgrading, for the company to create greater value and efficiency.
【学位授予单位】：宁夏大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.7

【参考文献】