人本管理思想在A企业薪酬管理中应用研究

发布时间：2018-05-22 12:39

本文选题：人本管理思想 + 薪酬管理　；参考：《河北地质大学》2017年硕士论文

【摘要】：创新是发展的第一动力,人才是推动创新促进发展的第一资源。人才兴才能事业兴。当前面临日益激烈的市场竞争,作为市场经济主体的企业尤其要发挥好人才的作用,在各项工作中努力做到以人为本。A公司作为通信行业龙头企业,随着其资产规模的扩大以及市场份额的稳固,其进一步发展面临的困境日益突出。为了突破发展瓶颈,从2010年开始,A企业开始大力推行人本管理思想,将其渗透到企业经营管理以及战略发展的各个方面,其中最为典型的是在薪酬管理当中的应用。人本管理思想在薪酬管理当中的应用是一项复杂的系统工作,主要包括薪酬等级划分、市场调查、结构设计以及薪酬制度调整等诸多环节,无论在哪个环节,都应本着一个最重要的原则,即以人为本,才能做好工作。在人本管理思想基础上建立的薪酬体系,支付员工以及劳动价值的薪酬,并保持一定的市场竞争力,这样的薪酬管理效果才会更突出。本文以A公司为例,通过对其基于人本管理思想的薪酬管理情况进行研究,发现A公司将人本管理思想应用于企业薪酬管理,其管理效率确实得到提升,广大员工积极性也不断提高。但由于多个方面的原因,A公司虽然在人本管理思想的应用方面做了大量努力,但仍然面临着一些不足,这些不足之处主要表现在:平均思想依然存在、激励或奖金发放形式僵化、绩效考核执行困难重重、员工福利设计简陋等等。本文在研究人本管理思想下的薪酬管理基本概念、相关理论以及学术领域的研究成果基础上,结合A公司人本管理思想在其薪酬管理当中的应用实践,围绕着员工的需求以及发展情况,探索薪酬管理的具体内容以及方法,对A公司人本管理思想下的薪酬管理提出了若干改进建议,既通过健全人本管理相关薪酬制度、优化公开透明薪酬发放体系等,健全科学合理的薪酬制度体系;通过建立战略性人本薪酬管理计划、建立薪酬动态调整机制等完善薪酬管理体系;健全科学合理绩效考核评估机制,充分利用绩效反馈作用等,构建完善的绩效考核评估机制;通过搭建员工福利体系、加大行业主要竞争对手薪酬对标管理等搭建员工福利工作机制等,从而确保A公司人本管理思想下的薪酬管理各项措施切实得到落实,以达到进一步调动员工积极性,提高企业整体竞争力和经营效率的目的。
[Abstract]:Innovation is the first power of development, talent is the first resource to promote innovation and development. Talent is the only way to prosper. At present, facing the increasingly fierce market competition, as the main body of the market economy, enterprises should play the role of talents, and strive to be people-oriented. A company as the leading enterprise in the communications industry. With the expansion of its assets and market share, its further development is facing more and more difficulties. In order to break through the bottleneck of development, since 2010, enterprises began to vigorously promote people-oriented management, infiltrating it into various aspects of enterprise management and strategic development, the most typical of which is the application in salary management. The application of humanism in salary management is a complicated system work, which mainly includes salary grade classification, market investigation, structure design and salary system adjustment and so on. Should be in line with one of the most important principle, that is, people-oriented, can do a good job. The salary system established on the basis of humanism management thought, pay the salary of employee and labor value, and maintain certain market competition ability, this kind of salary management effect will be more outstanding. This paper takes Company A as an example, through the research on the compensation management based on the humanism management thought, finds that A company applies the humanism management thought to the enterprise salary management, its management efficiency really gets the promotion. The enthusiasm of the vast number of employees has also been continuously improved. However, although the company has made a great deal of efforts in the application of people-oriented management thought for many reasons, it still faces some shortcomings. These shortcomings are mainly manifested in: the average thought still exists. The form of incentive or bonus payment is rigid, performance appraisal is difficult, employee welfare design is simple and so on. Based on the study of the basic concepts, related theories and academic achievements of the compensation management under the humanistic management theory, this paper combines the application practice of the humanistic management thought in the compensation management of company A. Focusing on the needs and development of employees, this paper probes into the specific contents and methods of compensation management, and puts forward some suggestions for improvement of compensation management under the thought of people-oriented management in Company A, that is, by improving the relevant compensation system of people-oriented management, Optimize the open and transparent salary payment system, perfect the scientific and reasonable compensation system, improve the salary management system by establishing the strategic people-oriented salary management plan and establishing the compensation dynamic adjustment mechanism. Perfect scientific and reasonable performance appraisal mechanism, make full use of the effect of performance feedback, and construct a perfect performance appraisal mechanism; through the construction of employee welfare system, To strengthen the management of compensation and standard compensation of major competitors in the industry, and to set up a working mechanism for employee welfare, so as to ensure that all measures of compensation management under the people-oriented management ideology of Company A are effectively implemented, so as to further mobilize the enthusiasm of employees, The purpose of improving the overall competitiveness and operating efficiency of enterprises.
【学位授予单位】：河北地质大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F626

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