LC公司薪酬体系研究

发布时间：2018-04-24 19:58

本文选题：薪酬 + 薪酬体系　；参考：《北京交通大学》2017年硕士论文

【摘要】：薪酬一个传统而重要的话题,对于企业来说是激励员工行为的有力工具之一。在薪酬激励实践方面,西方发达国家已经积累了非常成熟和丰富的理论基础,而我国企业在薪酬管理方面还是不足的。中国的经济经过30年的高速发展,现在已经成为了全球第二大经济实体。在过去的30年中,我国走完了资本主义国家几百年的工业化之路,同时也诞生了非常多优秀的企业,其中很多企业还实现了全球化,比如华为、联想、阿里巴巴等等。这些优秀的企业在过去的十年中基本实现了较为科学的薪酬管理体系的搭建,并能有效的支撑企业人才战略的发展。但这只是少数标杆的企业,也就是说科学薪酬体系的搭建在我国的企业中的并不普遍。一个设计良好的薪酬体系有利于增强企业的凝聚力,有利于企业的战略落地,有利于提升企业外部竞争力和内部公平性,有利于增强企业对人力成本的控制力度。LC公司是一家国有IT企业,人员规模将近两万人。虽然企业规模已经比较大了,但薪酬管理体系却是缺失的,企业对员工的定薪和调薪没有相对规范的标准,缺少科学的工具和方法。因此造成的员工离职率不断攀升,尤其是核心岗位上的关键人才流失已经成为公司发展的掣肘。本文将对人力资源管理中较为核心的薪酬体系建设做出实际的分析,并对LC公司的薪酬体系进行再设计,达到以岗定级、以市场定位、以能力定薪、以绩效付薪的目的。最终提升公司薪酬的外部竞争性和内部公平性,提高核心员工的工作满意度和敬业度,为公司的实现发展战略提供保障。
[Abstract]:Compensation, a traditional and important topic, is one of the powerful tools to motivate employees. In the practice of salary incentive, the western developed countries have accumulated a very mature and rich theoretical basis, but our enterprises are still inadequate in the aspect of salary management. After 30 years of rapid economic development, China has become the second largest economic entity in the world. In the past 30 years, China has completed the industrialization of capitalist countries for hundreds of years. At the same time, it has also given birth to many excellent enterprises, many of which have also realized globalization, such as Huawei, Lenovo, Alibaba and so on. These excellent enterprises have basically realized the establishment of more scientific salary management system in the past ten years, and can effectively support the development of enterprise talent strategy. But this is only a few benchmarking enterprises, that is to say, the construction of scientific compensation system is not common in Chinese enterprises. A well-designed compensation system is conducive to enhancing the cohesion of the enterprise, to the strategic landing of the enterprise, to enhancing the external competitiveness and internal fairness of the enterprise. LC is a state-owned IT company with nearly 20, 000 employees. Although the scale of the enterprise is already large, the salary management system is lacking. There is no relative standard of fixed salary and adjustment of salary for employees, and lack of scientific tools and methods. As a result, the rate of employee turnover has been rising, especially the loss of key talents in core positions has become a constraint on the development of the company. This article will make the actual analysis to the human resources management more core salary system construction, and carries on the redesign to the LC company's salary system, achieves the goal of grading by the post, according to the market position, fixing the salary by the ability, paying the salary according to the performance. Finally, it can enhance the external competition and internal fairness of the company's compensation, improve the job satisfaction and engagement of the core staff, and provide the guarantee for the realization of the development strategy of the company.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49

【参考文献】