PPP项目公司人力资源薪酬管控策略研究
发布时间：2018-12-18 21:37
【摘要】：人力资源是企业发展的第一资源,任何项目的成功运作均离不开人的努力。实际中,薪酬管理是企业有效吸引和保留人才的重要手段。PPP项目作为我国社会经济发展过程中引入的新兴事物,如何配置PPP项目的人才队伍架构,以合理的人工成本支撑PPP项目运营质量,以科学的薪酬管控策略激励人才队伍组合发挥最大效能,成为PPP项目人力资源管理研究的关键。在当前的PPP项目市场中,国有企业由于其运营能力与履约能力较高,成为政府合作的首选,对于当前依托PPP项目设立的SPV公司,多为国有资本参股甚至控股,该类公司普遍兼具施工、投资、金融、运营等多种业务,且在我国属新兴领域,其普遍具有可参考成功案例少,对员工能力要求高,员工的薪酬期望值高,素质模型难以建立,未来发展充满不确定性,在管理过程中如稍有不慎就会造成不可估量的影响,因此,在此类公司成立初期,便需要以科学的分析和全面的考虑,建立全面人力资源管理体系,在员工最为关心的收入水平方面确定合理薪酬策略,才能对此类公司的中远期发展打下良好基础。为了找出克服PPP项目公司成立初期人力资源薪酬管理不确定性的原因,首先,论文全面阐述了从古至今国内外先进的薪酬策略理论,并依据PPP企业的特性分析了国有企业常用的薪酬策略,在此基础上总结出适应现代企业的薪酬管控模式。其次,论文通过对特定PPP项目公司所处的行业特点和地域特点进行分析,全面的提出了对新成立SPV公司的领导人员、人事、劳资、培训管理的规范化基础人力资源管理模式,并针对重中之重的薪酬策略进行了进一步探索优化,通过分析PPP项目公司现状和业务发展,深入了解PPP项目实施过程中在人力资源管理方面所遇到的实际问题,特别是薪酬配置问题,有针对性的制订对策、调整方案并付诸实施,使SPV公司的人工成本得到有效控制,保持人才队伍活力,员工与企业实现双赢。在总结经验并加以分析的过程中,讨论PPP项目进展过程中的人力资源配置优化方法,人工成本水平评估研究,理论结合实际采取对策,促进公司人工成本最终受控和队伍战斗力的提升。论文站在现代国有企业人力资源管理者的视角,充分考虑企业属性及可能面对的不确定因素,通过管控体系约束与公司自我约束,拟出该公司的人力资源基础管理模型并重点设计薪酬管控体系并有效实施,对类似状况的公司提供了有效的参考模式。
[Abstract]:Human resource is the first resource of enterprise development, and the successful operation of any project can not be separated from human effort. In practice, salary management is an important means for enterprises to attract and retain talents effectively. As a new thing introduced in the process of social and economic development in China, how to configure the talent team structure of the PPP project, is an important way for enterprises to attract and retain talents effectively. To support the operation quality of PPP project with reasonable labor cost and to encourage the combination of talents with scientific salary control strategy become the key to the study of human resource management in PPP project. In the current PPP project market, the state-owned enterprises have become the first choice for government cooperation because of their high operating ability and performance ability. For the SPV companies established by the current PPP projects, most of them are state-owned capital shares or even holding shares. This kind of company has many kinds of business, such as construction, investment, finance, operation and so on, and it is a new field in our country. The future development is full of uncertainty, and a slight carelessness in the management process will have an incalculable impact. Therefore, in the early stage of the establishment of such a company, it is necessary to establish a comprehensive human resources management system with scientific analysis and comprehensive consideration. In order to lay a good foundation for the medium-and long-term development of this kind of company, we can determine the reasonable salary strategy in the aspect of the income level that the employees are most concerned about. In order to find out the reasons for overcoming the uncertainty of human resource compensation management in the early stage of PPP project company, firstly, the paper comprehensively expounds the advanced salary strategy theory at home and abroad from ancient to present. According to the characteristics of PPP enterprises, the common compensation strategies of state-owned enterprises are analyzed, and the compensation control modes adapted to modern enterprises are summarized. Secondly, by analyzing the characteristics of the industry and region of the specific PPP project company, the paper puts forward the standardized basic human resource management mode of the new SPV company, such as leadership, personnel, labor, training and management. Furthermore, the paper further explores and optimizes the most important compensation strategy, through analyzing the current situation and business development of PPP project company, deeply understand the practical problems in human resource management in the implementation of PPP project. Especially the problem of salary allocation, make countermeasures, adjust the scheme and put it into practice, so that the labor cost of SPV company can be effectively controlled, keep the vitality of the talent team, and realize the win-win situation between the employee and the enterprise. In the process of summing up experience and analyzing, this paper discusses the optimization method of human resource allocation in the progress of PPP project, the research on the evaluation of labor cost level, and the countermeasures taken in combination of theory and practice. Promote the final control of the company's labor costs and enhance the combat effectiveness of the team. From the perspective of human resource managers in modern state-owned enterprises, the paper fully considers the attributes of enterprises and the uncertain factors they may face, and through the constraints of the management and control system and the self-restraint of the company, The human resource management model of the company is proposed, and the compensation management system is designed and implemented effectively, which provides an effective reference model for the similar companies.
【学位授予单位】：长安大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F283;F272.92
[Abstract]:Human resource is the first resource of enterprise development, and the successful operation of any project can not be separated from human effort. In practice, salary management is an important means for enterprises to attract and retain talents effectively. As a new thing introduced in the process of social and economic development in China, how to configure the talent team structure of the PPP project, is an important way for enterprises to attract and retain talents effectively. To support the operation quality of PPP project with reasonable labor cost and to encourage the combination of talents with scientific salary control strategy become the key to the study of human resource management in PPP project. In the current PPP project market, the state-owned enterprises have become the first choice for government cooperation because of their high operating ability and performance ability. For the SPV companies established by the current PPP projects, most of them are state-owned capital shares or even holding shares. This kind of company has many kinds of business, such as construction, investment, finance, operation and so on, and it is a new field in our country. The future development is full of uncertainty, and a slight carelessness in the management process will have an incalculable impact. Therefore, in the early stage of the establishment of such a company, it is necessary to establish a comprehensive human resources management system with scientific analysis and comprehensive consideration. In order to lay a good foundation for the medium-and long-term development of this kind of company, we can determine the reasonable salary strategy in the aspect of the income level that the employees are most concerned about. In order to find out the reasons for overcoming the uncertainty of human resource compensation management in the early stage of PPP project company, firstly, the paper comprehensively expounds the advanced salary strategy theory at home and abroad from ancient to present. According to the characteristics of PPP enterprises, the common compensation strategies of state-owned enterprises are analyzed, and the compensation control modes adapted to modern enterprises are summarized. Secondly, by analyzing the characteristics of the industry and region of the specific PPP project company, the paper puts forward the standardized basic human resource management mode of the new SPV company, such as leadership, personnel, labor, training and management. Furthermore, the paper further explores and optimizes the most important compensation strategy, through analyzing the current situation and business development of PPP project company, deeply understand the practical problems in human resource management in the implementation of PPP project. Especially the problem of salary allocation, make countermeasures, adjust the scheme and put it into practice, so that the labor cost of SPV company can be effectively controlled, keep the vitality of the talent team, and realize the win-win situation between the employee and the enterprise. In the process of summing up experience and analyzing, this paper discusses the optimization method of human resource allocation in the progress of PPP project, the research on the evaluation of labor cost level, and the countermeasures taken in combination of theory and practice. Promote the final control of the company's labor costs and enhance the combat effectiveness of the team. From the perspective of human resource managers in modern state-owned enterprises, the paper fully considers the attributes of enterprises and the uncertain factors they may face, and through the constraints of the management and control system and the self-restraint of the company, The human resource management model of the company is proposed, and the compensation management system is designed and implemented effectively, which provides an effective reference model for the similar companies.
【学位授予单位】：长安大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F283;F272.92
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