AB公司薪酬体系优化设计研究

发布时间：2017-12-30 20:01

本文关键词：AB公司薪酬体系优化设计研究　出处：《大连海事大学》2015年硕士论文　论文类型：学位论文

【摘要】：我国的民营企业在近几年里飞速发展,民营企业在国家经济中的地位越来越重要,对我国经济增长,社会就业和经济体制改革等许多方面做出了突出的贡献。但是,随着科技经济、知识经济时代的来临,民营企业的发展也备受挑战,这就要求了我国的民营企业要对目前世界经济环境的不断变化具备相应的创新能力和应变能力。人才让知识产生、让知识传播、让知识应用,人才在企业的发展中起到了载体的作用,因此企业保持其竞争优势就需要人力资源达到前所未有的高度,人力资源也将成为企业实现其战略的关键。在人力资源诸多影响因素中,薪酬是让民营企业吸引人才、留住人才,激励人才的重要因素。所以建立起一套有激励性的、完善的、具有竞争力的科学的薪酬体系,是我国民营企业当前亟待解决的重要问题。目前,还有很多的问题存在于我国民营企业的薪酬体系当中。尽管民营企业已经初步建立了按劳分配的薪酬体制,但这种体制还需要不断的完善。我国的大部分民营企业仍然缺乏激励机制和科学有效的薪酬管理体系。AB公司,是一家专业路灯、杆塔生产厂家,也是一家颇具规模和实力的民营企业。近年来,随着公司业务的发展,人力资源管理工作的重要程度进一步提升,而最近发生的一系列事件让公司的管理层,尤其是人力资源总监异常头痛,在公司的汇报会议上,人力资源总监总结了这些问题,认为一个最主要的源头是薪酬体系问题。本文作为案例研究,对AB(杆塔)制造有限公司的薪酬体系进行了深入的调研和分析,对相关的管理问题进行了梳理,并为其提供了解决问题的建议；本文的研究对正处于困惑期的公司管理层有着一定的参考价值,这也是本文研究的现实意义所在。中国民营制造企业的人力资源管理问题是一个长期困扰学者和企业家们的难题,本文的研究通过案例的形式,深入剖析了作为研究对象的案例公司,对于主流的薪酬理论在我国民营制造类企业的应用问题进行了探索,作为一个一般性问题中的特例,本案例的研究具有一定理论价值。论文的形式是案例研究。论文总共分为四个部分：第一部分描述论文写作的背景；第二部分系统阐述了一系列薪酬理论；第三部分介绍AB公司的基本情况并提出了该公司在薪酬体系上的问题,同时对其薪酬问题的原因进行了分析。第四部分是针对AB公司的薪酬体系优化问题提出了一些对策和建议。
[Abstract]:China's private enterprises in the rapid development in recent years, the private enterprise is more and more important role in the national economy, the economic growth of our country, have made outstanding contributions to many aspects of social employment and economic system reform. However, with the development of science and technology economy, the era of knowledge economy, the development of private enterprises has been the challenge, which requires China's private enterprises to the changing world economic environment have the innovation ability and the strain capacity. Talent let knowledge production, dissemination of knowledge, knowledge application, vector talent has played a role in the development of enterprises, so the enterprise to maintain the competitive advantage of human needs the resources to achieve the hitherto unknown height, human resources will become the key to realize the strategy of the enterprise. In many influence factors of human resource, the salary is to allow private enterprises to attract talent, retain talent, shock An important factor in excitation talents. So establish a set of incentive compensation system, perfect, scientific and competitive, China's private enterprises is an important issue to be solved. At present, there are many problems exist in China's private enterprises pay system. Although private enterprises have established distribution according to the salary system, but the system still needs to be improved. Most of China's private enterprises still lack the incentive mechanism and the scientific and effective salary management system of.AB company, is a professional manufacturer of lamps, the tower, but also a considerable size and strength of private enterprises. In recent years, with the development of the company's business the importance of human resources management to further enhance, a series of events and recent events so that the company's management, especially the human resources director abnormal headache, in the company's Report The meeting, director of human resources, summarizes these problems, that one of the main source is the problem of compensation system. In this paper, as a case study, the AB (tower) manufacturing limited company salary system and conducted in-depth research and analysis, the questions related to the management of carding, and provides suggestions to solve the problem for it; this study has a certain reference value for the management of the company is in a confused period, this is realistic meaning of this research. The problems of human resource management China private manufacturing enterprises is a long-standing problem of scholars and entrepreneurs, this paper through in-depth analysis of the case form, as the research object of the case company, for the mainstream compensation theory are explored in the application problem of China's private manufacturing enterprises, as a special case of a general problem in the study of this case Has a certain theoretical value. This paper is in the form of case study. The thesis is divided into four parts: the first part describes the background of the thesis; the second part elaborates a series of compensation theory; the third part introduces the basic situation of AB company and put forward the company compensation system in the problem, and the reason of the problems of compensation were analyzed. The fourth part is for the AB company compensation system optimization problems and put forward some countermeasures and suggestions.

【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.6

【参考文献】