眉山移动分公司一线岗位计件薪酬再设计

发布时间：2019-03-26 15:56

【摘要】：自从2008年新一轮电信业重组后，我国三家运营商都拥有了全业务运营牌照，通信行业的竞争空前激烈，为适应行业竞争，眉山移动公司在集团、省公司指导下，积极探索并实践一线岗位人员的计件薪酬，初步起到了良好的效果。首先本论文对国内外薪酬体系、计件薪酬理论现状及成果进行详细描述，梳理出对指导眉山移动公司一线岗位计件薪酬直接有效用的理论框架。其次，对眉山移动公司成立以来就已实行的薪酬管理体系，尤其是一线生产岗位的薪酬管理现状进行描述并深入分析一线生产岗位薪酬体系存在的问题，阐明了当前实施一线生产岗位计件薪酬管理的必要性。再次，结合眉山移动公司当前一线的业务发展重点，提出一线岗位直接的绩效为导向开展量化薪酬设计，并总体规划，分阶段有重点实施，首先在集团专业口的一线岗位：包括客户经理、中心主任或副主任、业务支撑岗、集团行业经理等进行实施，确定了计件薪酬方案中的薪酬结构、计件薪酬标准、计件系数等，并拟订了组织保障体系和执行体系。再次，经过第一阶段的实践，本文对首批实施一线岗位计件薪酬进行了分析，提出改进方案，并在第二批，，也就是市场部下属的一线生产岗位：包括网格经理、行销经理、自办厅营业员、乡镇营销经理的计件薪酬中进行优化实施。最后，本文对眉山移动实施计件薪酬进行了效益分析，并拟定了提升方案，以确保计件薪酬实施后企业和员工效益的总体提升。本文通过薪酬管理、绩效管理及计件制薪酬相关理论知识为指导对眉山移动分公司一线生产岗位的计件薪酬进行再设计、实施并优化改进，取得了良好的经济效益，提升了公司的管理软实力，对其他实行计件薪酬制的通信企业提供了一定的参考。
[Abstract]:Since the new round of restructuring of the telecommunications industry in 2008, the three operators in China have all the full-service operation licences, the competition in the communications industry is unprecedented, in order to adapt to the industry competition, Meishan Mobile Company under the guidance of the group, provincial companies, Active exploration and practice of front-line personnel piece-by-piece salary, initially played a good effect. Firstly, this paper describes in detail the domestic and foreign compensation system, the present situation and achievements of piece-by-piece compensation theory, and gives out the theoretical framework of direct and effective use of piece-by-piece compensation for first-line posts in Meishan Mobile Company. Secondly, it describes the salary management system that Meishan Mobile Company has implemented since its establishment, especially the status quo of compensation management of first-line production positions, and deeply analyzes the problems existing in the compensation system of first-line production posts. This paper expounds the necessity of implementing piece-by-piece salary management in front-line production position at present. Thirdly, combined with the current first-line business development focus of Meishan Mobile Company, this paper puts forward the direct performance-oriented quantitative salary design for the first-line posts, and the overall plan, with emphasis on the implementation in stages. First of all, there are first-line positions in the professional office of the group: account manager, center director or deputy director, business support post, group industry manager, etc., to determine the salary structure, piece-by-piece salary standard, piece-by-piece coefficient and so on in the piece-by-piece salary scheme. And has drawn up the organization safeguard system and the execution system. Thirdly, after the first stage of practice, this paper analyzes the first batch of implementation of first-line job piece-by-piece salary, puts forward the improvement scheme, and in the second batch, that is, the first-line production positions under the marketing department: including grid manager, marketing manager, Self-run hall salesperson, township marketing manager piece-by-piece salary optimization implementation. Finally, this paper analyzes the benefits of piece-by-piece salary of Meishan Mobile, and draws up an improvement scheme to ensure the overall improvement of enterprise and employees' benefit after the implementation of piece-by-piece salary. Based on the theory of compensation management, performance management and piece-by-piece compensation, this paper re-designs, implements and optimizes the piece-by-piece compensation for the first-line production posts in Meishan Mobile Company, and obtains good economic benefits. Improve the soft power of the management of the company, the implementation of piece-by-piece pay for other communications enterprises to provide a certain reference.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F626

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