东建集团管理人员薪酬激励机制研究

发布时间：2018-02-24 14:42

本文关键词： 东建集团薪酬激励机制层次分析法　出处：《辽宁科技大学》2015年硕士论文　论文类型：学位论文

【摘要】：随着政府对建筑企业产业集中度的调整,建筑类企业项目规模大型化、建筑工艺复杂化、产业分工细致化的趋势日益明显,这就在客观上要求建筑企业必须提高管理水平,以应对难以预测的行业变化。那么该如何提高管理水平、提高技术水平,世界上建筑业发达的国家给出了具体的答案——依靠人才。我国建筑行业从业人员的基本情况是:大多数施工人员来自农村,文化水平较低,缺少专业的建筑技能训练,同时掌握管理知识和建筑技术的复合型人才短缺严重。要快速解决“人才短缺”难题,笔者认为可以通过建立一套符合企业实际的薪酬激励机制,来吸引人才、留住人才、用好人才。本文首先以薪酬激励理论为指导,综合运用调查研究、对比分析、系统分析等方法,对鞍山东建集团薪酬管理情况进行了分析,发现其薪酬管理中存在薪酬结构不合理、薪酬缺乏竞争力等问题;其次,从基本薪酬、绩效薪酬和福利薪酬三个方面,对东建集团管理管理人员的薪酬激励机制进行了优化设计;最后用模糊层次分析法验证了东建集团管理人员薪酬激励机制的实施效果,对薪酬激励机制可能遇到的阻力进行了预测,并提出了相应的保障措施。本论文的创新之处在于结合东建集团薪酬管理的实际情况,构建了东建集团管理人员薪酬激励机制。这是首次针对建筑类企业管理人员设计的薪酬激励机制。与此同时,运用层次分析和模糊分析相结合的方法,对东建集团管理人员薪酬激励机制实施效果进行评价,这是模糊层次分析法首次在管理人员薪酬激励机制实施效果评价中的应用。
[Abstract]:With the adjustment of industrial concentration of construction enterprises by the government, the project scale of construction enterprises is becoming large, the construction technology is complicated, and the industrial division of labor is becoming more and more obvious, which requires the construction enterprises to improve the management level objectively. In order to cope with unpredictable changes in the industry. So how to improve the level of management, improve the level of technology, The developed countries in the construction industry in the world have given a concrete answer-relying on talents. The basic situation of the construction workers in our country is that most of the construction workers come from rural areas, have a low level of education, and lack professional building skills training. At the same time, there is a serious shortage of complex talents who master management knowledge and construction technology. In order to solve the problem of "talent shortage" quickly, the author thinks that we can attract and retain talents by establishing a set of salary incentive mechanism in line with the actual situation of enterprises. This paper, guided by salary incentive theory, makes comprehensive use of the methods of investigation, comparative analysis and systematic analysis to analyze the salary management of Anshan Dongjian Group. It is found that the salary structure is unreasonable and the compensation is not competitive. Secondly, from three aspects of basic salary, performance compensation and welfare compensation, it is found that the compensation structure is not reasonable and the compensation is not competitive. The paper optimizes and designs the compensation incentive mechanism of the management staff of Dongjian Group, and finally verifies the effect of the salary incentive mechanism of the East Construction Group by using the fuzzy analytic hierarchy process. This paper predicts the possible resistance of compensation incentive mechanism and puts forward the corresponding safeguard measures. The innovation of this paper is to combine the actual situation of compensation management in Dongjian Group. This is the first time to design a compensation incentive mechanism for managers in construction enterprises. At the same time, the method of combining hierarchical analysis and fuzzy analysis is used. This paper evaluates the effect of executive compensation incentive mechanism of Dongjian Group, which is the first application of Fuzzy Analytic hierarchy process (AHP) in the effect evaluation of executive compensation incentive mechanism.
【学位授予单位】：辽宁科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.92

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