民营制造业企业薪酬管理优化研究

发布时间：2018-12-06 13:54

【摘要】：民营制造业企业在薪酬管理方面主要存在薪酬管理体系的战略意图不清晰,薪酬管理未能做到与企业的发展战略有机结合,难以通过薪酬管理来促进企业战略的实现。在薪酬管理理念方面意识薄弱,现行的薪酬管理标准主要依靠公司领导的经验决定,不能通过科学的方法制定一套可行的薪酬管理制度。在薪酬结构设计方面不能体现出薪酬的激励性,直接薪酬比重较大,容易出现同工不同酬的现象,严重挫伤员工的工作积极性。缺乏科学的岗位价值评估,难以衡量员工的工作贡献程度,起不到预期的激励效果。一套薪酬制度往往沿用很长时间,薪酬政策没有根据环境的变化进行及时有效地调整。目前很多民营制造业企业尚未建立健全完整意义上的薪酬管理体系。作为一项实践性很强的工作,薪酬管理体系的优化设计必须对企业的组织架构、发展战略、企业文化、职位匹配、企业财务状况等多方面因素通盘考虑。本文从薪酬管理相关理论出发,在结合前人研究的基础之上重点研究如下内容:第一章主要对国内外研究状况进行详细阐述,确定本文的研究方法和主要研究内容。第二章对民营制造业企业薪酬管理的相关概念、理论进行界定,为下一步研究提供理论支撑。第三章对民营制造业企业薪酬管理的现状进行分析并结合实际对其进行优化研究。第四章是案例分析,针对SG有限责任公司薪酬管理存在的问题进行优化设计。最后为结论与展望。本文的创新点主要表现在研究对象创新和数据来源创新,在研究对象上选取民营制造业企业,并结合SG有限责任公司薪酬管理的实际数据,对该企业薪酬管理进行优化设计。并针对该类企业的特性提出相应对策和措施,具有一定的实际意义。
[Abstract]:The strategic intention of salary management system in the private manufacturing enterprises is not clear, and the compensation management can not be combined with the development strategy of the enterprise, so it is difficult to promote the realization of the enterprise strategy through the salary management. The concept of salary management is weak, the current salary management standard mainly depends on the experience of the company leaders, can not make a set of feasible salary management system through scientific methods. In the aspect of salary structure design, it can not reflect the incentive nature of salary, the direct salary proportion is large, and it is easy to appear the phenomenon of different pay for equal work, which seriously dampens the work enthusiasm of employees. Lack of scientific evaluation of the value of the position, it is difficult to measure the degree of work contribution of employees, can not achieve the expected incentive effect. A salary system is often used for a long time, and the salary policy is not adjusted timely and effectively according to the change of environment. At present, many private manufacturing enterprises have not established a sound and complete salary management system. As a practical work, the optimal design of salary management system must take into account the organizational structure, development strategy, corporate culture, position matching, financial situation and so on. Based on the theory of salary management, this paper focuses on the following contents: the first chapter describes the research situation at home and abroad in detail, and determines the research methods and main research content of this paper. The second chapter defines the related concepts and theories of salary management in private manufacturing enterprises, and provides theoretical support for the next research. The third chapter analyzes the current situation of salary management in private manufacturing enterprises and optimizes it. The fourth chapter is the case analysis, aiming at the problem of SG limited liability company salary management to carry on the optimization design. Finally, the conclusion and prospect are given. The innovation of this paper is mainly reflected in the innovation of the research object and the innovation of the data source. On the basis of the research object, the private manufacturing enterprises are selected, and the compensation management of the SG limited liability company is optimized and designed in combination with the actual data of the compensation management of the company. According to the characteristics of this kind of enterprises, the corresponding countermeasures and measures are put forward, which has certain practical significance.
【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;F425

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