G公司劳动关系转制下薪酬体系优化研究

发布时间：2018-03-24 16:31

本文选题：劳动关系转制　切入点：薪酬体系　出处：《福建农林大学》2017年硕士论文

【摘要】：这些年来,G公司取得了巨大的发展成就,但是随着业务的发展,综合竞争力的提升,岗位和人员的不断增加,以致劳务派遣制员工占比超过60%,因此,面临着劳务派遣制员工大幅度转制的问题,G公司当前在薪酬体系等方面存在的一些弊端,对G公司的发展带来了巨大的影响。G公司劳动关系转制后,使得G公司在人力资源体系战略设计和整体薪酬体系设计等许多方面面临新情况、新问题,需要重新做好规划,进行分析和解决。在新劳动关系下,如何设计薪酬体系已成为G公司管理中最迫切的事。本文首先阐述薪酬管理相关理论基础,其次分析第三部分为G公司薪酬体系的现状,进而指出G公司薪酬体系存在的问题,在基础上,G公司从劳动关系转制的角度出发,对薪酬体系进行优化设计;最后探讨G公司劳动关系转制下薪酬体系优化方案的实施与保障。通过分析了G公司的薪酬管理问题,协助G公司真正意识到在公司发展期间薪酬管理的重要性,坚持以人为本的思想理念,对G公司的薪酬管理的方法进行完善,通过岗位的不同来定义薪酬的不同。将员工的薪酬拆分为岗位、绩效、福利等工资构成的薪酬体系。这种薪酬管理办法,其实是一种岗位工资基础上的绩效工资的推行和优化。在文章的最后部分,对G公司的这个薪酬管理的相关方法的实施进行了探讨。本研究成果对G公司的薪酬管理制度进行科学合理的改进和完善,使薪酬制度成为G公司发展的推动力,使其真正起到遏止关键员工流失、吸引高精尖人才流入、促进G公司健康快速发展的作用。
[Abstract]:Over the years, the company has made great achievements, but with the development of business, the promotion of comprehensive competitiveness, the continuous increase in posts and personnel, labor dispatch system employees account for more than 60%, so, In the face of the problem of large scale transformation of labor dispatch employees, there are some disadvantages in the pay system of G Company, which has brought great influence to the development of G Company. After the transformation of labor relations in G Company, G company is faced with new situation in many aspects, such as strategic design of human resource system and overall salary system design. New problems need to be re-planned, analyzed and solved. Under the new labor relations, How to design compensation system has become the most urgent issue in G company management. This paper first expounds the theoretical basis of compensation management, then analyzes the status quo of G company compensation system, and then points out the problems existing in G company compensation system. On the basis of this, G Company carries on the optimization design to the compensation system from the angle of labor relations transformation, finally discusses the implementation and guarantee of the salary system optimization scheme under the labor relation system transformation of G Company. Through the analysis of the compensation management problem of G Company, Assist company G to realize the importance of compensation management during the development of the company, adhere to the idea of people-oriented, and improve the method of compensation management in G company. Define the difference of salary by different position. Divide the salary of employee into salary system composed of post, performance, welfare and so on. This kind of compensation management method, In fact, it is the promotion and optimization of performance pay on the basis of post wage. In the last part of the article, This paper probes into the implementation of this compensation management method of G Company. The research results improve and perfect the compensation management system of G Company scientifically and reasonably, and make the compensation system become the driving force of G Company's development. So that it can really stop the loss of key staff, attract high-level talents, and promote the healthy and rapid development of G Company.
【学位授予单位】：福建农林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.39

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