津奥电梯售后服务人员薪酬体系优化设计方案

发布时间：2018-02-23 06:44

本文关键词： 津奥公司岗位评价薪酬体系设计满意度调查　出处：《天津财经大学》2015年硕士论文　论文类型：学位论文

【摘要】：在经济社会发展进步的今天,以人为本的理念已经成为企业发展的信条和宗旨。在未来,人才必将成为企业未来竞争的关键。电梯行业是一个以人为主要因素的行业,人力管理中薪酬又是最重要的组成部分,薪酬不仅代表着人力资本,更是引导人才流动的趋势。就企业而言,留人难、招人难、员工缺乏积极性是亟需解决的问题。灵活有效且符合企业实际的薪酬制度有助于企业解决人员问题,有利于保持和提高人员的积极性和稳定性。在组织发展战略指导下,薪酬管理是一个动态管理过程,从薪酬各个方面进行确定、分配和调整。本文从研究背景、意义和方法等入手,运用理论联系实际,定性和定量相结合的方法对津奥电梯公司进行了分析研究。以薪酬管理理论为基础,分析了津奥电梯公司存在的薪酬问题。对本文外部因素评估法对其宏观环境和行业特点进行了详细分析,运用内部因素评估法对津奥电梯公司目前的薪酬管理进行了研究。针对存在的问题和不足,采用海式系统法进行岗位评估,通过岗位评估对员工岗位进行层级划分,建立层级体系,确定相应工资水平,利用重新分配的原则。本文最后通过设计员工满意度调查表,对薪酬体系优化前后进行比较,以达到新的薪酬制度的预期效果。因此,本文通过对该公司分析之后,提出改进方案,为该企业从根本地解决薪酬问题。这不仅仅对解决津奥电梯公司实际人员问题起到真正的现实意义,而且对于其他中小电梯企业具有借鉴意义。
[Abstract]:In today's economic and social development and progress, the people-oriented concept has become the creed and purpose of enterprise development. In the future, talent will become the key to the future competition of enterprises. Elevator industry is an industry with people as the main factor. Compensation is also the most important part of human resources management. Compensation not only represents human capital, but also guides the flow of talent. As far as enterprises are concerned, it is difficult to retain people, but it is difficult to recruit people. The lack of enthusiasm of employees is an urgent problem to be solved. Flexible and effective compensation system can help enterprises solve the problem of personnel, and help to maintain and improve the enthusiasm and stability of personnel. Under the guidance of organizational development strategy, Salary management is a dynamic management process, which determines, distributes and adjusts from all aspects of salary. This paper starts with the research background, significance and method, and applies theory to practice. The qualitative and quantitative methods are used to analyze and study Zin'ao Elevator Company, which is based on the theory of salary management. This paper analyzes the compensation problems existing in Zin'ao Elevator Company, and analyzes in detail the macro environment and industry characteristics of this paper by the external factor evaluation method. The present salary management of Jinao Elevator Company is studied by using the method of internal factor evaluation. Aiming at the existing problems and shortcomings, this paper adopts the sea system method to carry on the post evaluation, and divides the employees' posts into different levels through the post evaluation. Finally, through the design of employee satisfaction questionnaire, the salary system before and after optimization are compared, in order to achieve the expected results of the new salary system. Through the analysis of the company, this paper puts forward the improvement plan, which will solve the compensation problem fundamentally for the enterprise, which is not only to solve the actual personnel problem of Zin'ao elevator company, but also to play a real practical significance. And for other small and medium-sized elevator enterprises have reference significance.
【学位授予单位】：天津财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F426.4;F272.92

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