LB光电公司薪酬体系改进研究
发布时间：2019-04-12 18:07
【摘要】：随着全球一体化进程的加快,现代企业之间的竞争日益加剧,而企业的竞争归根结底是人才的竞争。建立和维护一套与企业战略相配套的薪酬体系,在人才招募,人才开发,人才保留方面发挥着极其重要的作用。借助科学合理的薪酬体系可以有效激励员工的工作积极性、挖掘人才的潜能、极大地发挥员工的创造力,从而推进企业战略实现,提升企业的整体竞争力。本文研究的是一家外资光电公司-LB公司的薪酬体系改进问题。该公司成立初期,管理层更关注企业的业务发展而忽略了人力资源管理,由于员工人数较少,即便当时没有建立系统有效的薪酬体系,也没有对人力资源工作及企业的生产运营产生很大的影响。随着公司生产规模扩大,员工人数增多,原有薪酬体系的缺陷逐渐暴露出来,员工对公司薪酬满意度不断降低,薪酬分配方面的问题影响了员工工作积极性和企业工作氛围,阻碍着公司战略目标的实现。为了激发员工的工作热情,营造良性的竞争环境,发挥薪酬的调节和激励功能,保证薪酬分配对内的公平性及对外部人才的吸引力,对该公司现有薪酬体系的系统改进迫在眉睫。本文运用经济学、管理学和薪酬管理的相关理论方法,通过员工薪酬满意度调查、个人访谈等方式对LB光电公司现行的薪酬体系进行管理诊断,分析解构了该公司薪酬管理的问题症结及其主要成因;再结合公司的组织战略,对公司的基本工作岗位进行了工作分析和岗位价值评估；最后基于外部薪酬调查和内部公平考量,就薪酬水平定位、基本工资等级、奖金和津贴、福利项目的调整以及新的薪酬体系的实施与保障等内容,对公司的薪酬体系进行了系统设计。本文的研究成果可以帮助该公司建立一套与其发展战略和现实情况相切合的薪酬体系,更好地激发现有员工的工作积极性,为公司的员工队伍建设和专业人才储备开发等工作奠定坚实的基础。
[Abstract]:With the acceleration of globalization, the competition among modern enterprises is increasing day by day, and the competition of enterprises is the competition of talents in the final analysis. The establishment and maintenance of a set of salary system matching with the enterprise strategy plays a very important role in talent recruitment, talent development and talent retention. With the help of scientific and reasonable salary system, the enthusiasm of employees can be effectively stimulated, the potential of talents can be excavated, and the creativity of employees can be greatly brought into play, so as to promote the realization of enterprise strategy and promote the overall competitiveness of enterprises. This paper studies the improvement of compensation system of LB Company, a foreign photoelectric company. In the early days of the company, management paid more attention to the business development of the company than to human resources management, because of the small number of employees, even if there was no effective compensation system in place at the time. Also did not have a great impact on the work of human resources and the production and operation of the enterprise. With the expansion of the company's production scale and the increase in the number of employees, the shortcomings of the original compensation system are gradually exposed, and the employees' satisfaction with the compensation of the company is constantly decreasing, and the problems in salary distribution affect the enthusiasm of the employees and the working atmosphere of the enterprise. Hindering the realization of the company's strategic objectives. In order to stimulate employees' enthusiasm for work, create a healthy competitive environment, give full play to the adjustment and incentive function of salary, ensure the internal fairness of salary distribution and attractiveness to external talents, It is urgent to improve the system of the company's existing compensation system. Based on the relevant theories and methods of economics, management and compensation management, this paper makes a management and diagnosis on the current compensation system of LB Optoelectronics Company by means of employee salary satisfaction survey, personal interview and so on. This paper analyzes and deconstructs the crux and main causes of the compensation management problems in the company. Combined with the company's organizational strategy, the company's basic job analysis and job value evaluation; Finally, on the basis of external salary survey and internal fair consideration, this paper focuses on the positioning of salary level, the basic salary scale, bonus and allowance, the adjustment of welfare items, and the implementation and guarantee of the new compensation system, and so on. Has carried on the system design to the company's salary system. The research results of this paper can help the company to establish a compensation system that is in line with its development strategy and reality, so as to better stimulate the enthusiasm of the existing employees. Lay a solid foundation for the construction of the company's workforce and the development of professional talent reserves.
【学位授予单位】：东南大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.6
[Abstract]:With the acceleration of globalization, the competition among modern enterprises is increasing day by day, and the competition of enterprises is the competition of talents in the final analysis. The establishment and maintenance of a set of salary system matching with the enterprise strategy plays a very important role in talent recruitment, talent development and talent retention. With the help of scientific and reasonable salary system, the enthusiasm of employees can be effectively stimulated, the potential of talents can be excavated, and the creativity of employees can be greatly brought into play, so as to promote the realization of enterprise strategy and promote the overall competitiveness of enterprises. This paper studies the improvement of compensation system of LB Company, a foreign photoelectric company. In the early days of the company, management paid more attention to the business development of the company than to human resources management, because of the small number of employees, even if there was no effective compensation system in place at the time. Also did not have a great impact on the work of human resources and the production and operation of the enterprise. With the expansion of the company's production scale and the increase in the number of employees, the shortcomings of the original compensation system are gradually exposed, and the employees' satisfaction with the compensation of the company is constantly decreasing, and the problems in salary distribution affect the enthusiasm of the employees and the working atmosphere of the enterprise. Hindering the realization of the company's strategic objectives. In order to stimulate employees' enthusiasm for work, create a healthy competitive environment, give full play to the adjustment and incentive function of salary, ensure the internal fairness of salary distribution and attractiveness to external talents, It is urgent to improve the system of the company's existing compensation system. Based on the relevant theories and methods of economics, management and compensation management, this paper makes a management and diagnosis on the current compensation system of LB Optoelectronics Company by means of employee salary satisfaction survey, personal interview and so on. This paper analyzes and deconstructs the crux and main causes of the compensation management problems in the company. Combined with the company's organizational strategy, the company's basic job analysis and job value evaluation; Finally, on the basis of external salary survey and internal fair consideration, this paper focuses on the positioning of salary level, the basic salary scale, bonus and allowance, the adjustment of welfare items, and the implementation and guarantee of the new compensation system, and so on. Has carried on the system design to the company's salary system. The research results of this paper can help the company to establish a compensation system that is in line with its development strategy and reality, so as to better stimulate the enthusiasm of the existing employees. Lay a solid foundation for the construction of the company's workforce and the development of professional talent reserves.
【学位授予单位】：东南大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.6
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