TX公司绩效管理和薪酬管理改进策略

发布时间：2017-12-28 18:20

本文关键词：TX公司绩效管理和薪酬管理改进策略　出处：《河北工业大学》2015年硕士论文　论文类型：学位论文

【摘要】：民营企业经历了改革开放三十年的洗礼,已经成为逐步成熟的市场经济体系不可缺少的组成部分。它的健康发展对培养我国成熟市场体系,全面深化经济体制改革,解放社会生产力有着重大意义。面对严峻的竞争形势和内在的先天性不足问题,只有建立现代企业制度,去除原有的顽疾,刮骨疗毒,才能适应国内、国际经济一体的市场风暴。TX公司是一家集市政、园林、建筑施工于一体的综合性中型民营企业,并拥有占地300亩的苗圃,2013年度企业生产总值达到1.1亿元。但随着企业的发展壮大和市场竞争的愈发激烈,TX公司在管理方面,逐步感到力不从心,面临着人才流失,内部福利待遇失衡等问题,企业绩效和薪酬改革势在必行。本文通过波特的“五力竞争”模型对面临的竞争进行分析,包括新进入者的威胁,建筑业现有竞争者,原材料供应者的讨价还价能力,替代品的威胁,购买者的购买能力。人力资源在现代企业中已经成为最重要的战略资源,是企业的根基,是企业完善管理制度、细化责任分工、建立企业文化、提高市场竞争力的重要因素。加强民营企业人力资源管理,建立现代绩效考核机制与薪酬体系,是民营企业焕发活力的必由之路。TX公司从员工的年龄结构、学历结构上看,属于同行业中的中等水平,完全能满足企业资质要求。但企业的招聘现状、培训现状却不容乐观,企业没有制式的,可行的招聘制度,培训完全流于形式。为了了解TX公司的薪酬在T市建筑业的水平,完善TX公司的薪酬制度,确保企业薪酬的外部公平,公司通过QQ交流群发放调查问卷,对T市同行业及相似资质企业的薪酬进行调查,结果显示TX公司的薪酬位于全市同行业薪酬的中等水平。通过对该企业绩效、薪酬现状的分析和研究,设计出具有可操作性的绩效考核机制和薪酬体系。通过鱼骨法将企业战略目标进行分解,确定企业关键绩效指标,制定出绩效考核的流程,提出改进措施。结合薪酬和激励的相关理论,确立薪酬方案框架,并制定出薪酬管理改进策略实施的保障措施。论文的阐述对于相关民营企业提升管理水平,具有参考和借鉴意义。
[Abstract]:Private enterprises have experienced the baptism of thirty years of reform and opening up, and have become an indispensable part of the mature market economy system. Its healthy development is of great significance to the cultivation of the mature market system in China, the comprehensive deepening of the reform of the economic system and the emancipation of the productive forces of the society. Facing the severe competition situation and inherent congenital insufficiency, only by establishing the modern enterprise system, removing the old ills and scraping the bone, can we adapt to the market turmoil of the domestic and international economic integration. TX is a comprehensive medium-sized private enterprise which integrates municipal, garden and construction. It has a nursery area of 300 mu, and its gross output value reaches 110 million yuan in 2013. But with the development and growth of enterprises and the increasingly fierce market competition, TX company is gradually unable to manage in terms of management, facing the problem of brain drain and internal welfare imbalance. This paper analyzes the competition faced by Potter through the five force competition model, including the threat of new entrants, the existing competitors in construction industry, the bargaining power of raw material suppliers, the threat of substitutes, and the purchasing power of buyers. Human resources have become the most important strategic resources in modern enterprises. They are the foundation of enterprises, and are important factors for enterprises to improve management system, refine division of responsibilities, establish enterprise culture and improve market competitiveness. It is the only way for private enterprises to strengthen the management of human resources in private enterprises and establish a modern performance appraisal mechanism and salary system. TX company, from the age structure and educational structure of the employees, belongs to the medium level in the same industry. It can fully meet the requirements of enterprise qualification. However, the status quo of recruitment and the current situation of training are not optimistic. There is no production system, a feasible recruitment system, and the training is completely in the form. In order to understand the TX's salary level in the city of T in the construction industry, perfecting the salary system of TX company, to ensure that the external salary fairness, the company through the QQ exchange group questionnaire, T city in the same industry and similar enterprise salary survey qualifications, showed moderate levels of TX company in the same industry pay the. Through the analysis and study of the performance and salary status of the enterprise, the performance evaluation mechanism and salary system with operability are designed. Through the fish bone method, the enterprise strategic target is decomposed, the key performance indexes of the enterprise are determined, the process of performance appraisal is formulated and the improvement measures are put forward. According to the related theories of salary and incentive, the framework of compensation scheme is established, and the guarantee measures for the implementation of compensation management improvement strategy are set up. The elaboration of this paper is of reference and reference for the management level of the private enterprises.
【学位授予单位】：河北工业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.92

【参考文献】