HD集团薪酬管理体系优化研究

发布时间：2018-05-08 02:21

本文选题：薪酬管理体系 + 薪酬水平　；参考：《武汉工程大学》2015年硕士论文

【摘要】：在经济全球化、国企国资改革以及“互联网+”迅猛发展的时代背景下,我国企业必须明确未来的发展方向,提升核心竞争力。“十三五”时期,是我国企业进行战略转型的关键时期,为了配合企业战略调整,创新人力资源管理理念,已经成为共识。未来五年,在人力资源和社会保障部按照市场机制调节、企业自主分配、平等协商确定、政府监督指导的原则下,加快推进形成合理有序、与劳动力市场供求关系和企业经济效益相协调的工资决定机制和增长机制,是企业薪酬管理的主要目标。良好的薪酬制度可以帮助企业吸引、保留和激励员工,稳定员工队伍,从而促进公司战略目标的实现。HD集团是典型的国企改制组建起来的现代化股份制企业,通过引入先进的企业管理制度,企业成功走出国企改革的阵痛,企业生产经营走向良性轨道。然而由于原有重生产、对企业内部运行的管理工作过于轻视的思想对该企业高层的影响较深,因此该企业的薪酬管理体制具有很大的局限性和缺陷。例如该企业内部没有合理性强、实际意义较大的薪酬结构;薪酬类别不清晰、结构不合理;该企业在对其内部的薪酬制度以及绩效考核分配方案的公开化管理上存在缺陷和不足;企业内部的相关制度只起到的形式上的作用,并不具有实际意义等,以上种种问题都导致了员工对薪酬管理工作不满意,挫伤了工作积极性,甚至引发了优质员工的离职。正是有鉴于上述因素,本文选择以HD集团薪酬管理体系为研究对象,通过运用海氏分析法、访谈法、比较研究法等方法对HD集团薪酬管理体系存在的问题进行深入研究,结合薪酬管理基本原理,提出以公司发展战略为指导制定薪酬策略、确定合理薪酬水平、科学设计宽带型薪酬结构、完善绩效考核制定等对策,以彻底解决HD集团原有薪酬管理体系问题,并为相关企业提供一定借鉴。本文的创新点在于:一是运用实际调研法、调查问卷法对HD集团薪酬管理体系进行全面调查研究分析,并得出当前HD集团薪酬管理体系存在的主要问题,从而有针对性的提出薪酬管理体系优化措施。二是从相关文献以及重要理论中对现有的宽带薪酬体系进行了较为深入的分析和了解,在对该企业的实际情况和环境进行充分的调研和了解的基础之上,将相关的理论体系研究方案以及设计方案运用到HD集团中,从而提出了符合该公司实际情况的宽带薪酬管理结构方案,创造出同一企业使用多种不同类型薪酬管理系统的新型模式,以此来使公平程度最大化。
[Abstract]:Under the background of economic globalization, state capital reform of state-owned enterprises and the rapid development of the Internet, Chinese enterprises must make clear the direction of future development and enhance their core competitiveness. The period of "the 13th Five-Year Plan" is the key period for the strategic transformation of Chinese enterprises. In order to coordinate with the strategic adjustment of enterprises and innovate the concept of human resources management, it has become a consensus. In the next five years, under the principles of the Ministry of Human Resources and Social Security in accordance with the market mechanism, the independent distribution of enterprises, the equal consultation and determination, and the guidance of government supervision, we will speed up the formation of a reasonable and orderly process. The salary decision mechanism and the growth mechanism, which are coordinated with the supply and demand of the labor market and the economic benefits of the enterprise, are the main objectives of the salary management of the enterprise. A good salary system can help enterprises attract, retain and motivate employees, stabilize the staff, and thus promote the realization of the company's strategic objectives. HD Group is a typical modern joint-stock enterprise formed by the reform of state-owned enterprises. Through the introduction of advanced enterprise management system, enterprises successfully out of the pain of state-owned enterprise reform, the production and management of enterprises towards a benign track. However, due to the original heavy production, the management of the internal operation of the enterprise too much despise the impact on the senior level of the enterprise, so the salary management system of the enterprise has great limitations and defects. For example, there is no reasonable salary structure in the enterprise, and the salary category is not clear and the structure is unreasonable. There are defects and deficiencies in the open management of the internal compensation system and the performance appraisal and distribution scheme, and the related systems within the enterprise only play a formal role, which does not have practical significance, etc. All these problems result in dissatisfied employees with salary management, dampen their enthusiasm and even lead to the departure of high-quality employees. In view of the above factors, this paper chooses the compensation management system of HD Group as the research object, through the use of the method of Hayes analysis, interview, comparative research and other methods to carry out in-depth research on the problems existing in the compensation management system of HD Group. Combined with the basic principle of salary management, the paper puts forward some countermeasures, such as making salary strategy under the guidance of the company's development strategy, determining reasonable salary level, scientifically designing broad band salary structure, perfecting the formulation of performance appraisal, and so on. In order to solve the original salary management system of HD Group, and provide some reference for related enterprises. The innovations of this paper are as follows: first, by using the method of actual investigation and questionnaire, the paper makes a comprehensive investigation and analysis on the salary management system of HD Group, and obtains the main problems existing in the current compensation management system of HD Group. Therefore, the paper puts forward the optimization measures of salary management system. Second, from the relevant literature and important theory of the existing broadband pay system for a more in-depth analysis and understanding, on the basis of the actual situation and environment of the enterprise on the basis of adequate investigation and understanding, The related theoretical system research scheme and design scheme are applied to HD Group, and a broadband salary management structure scheme is put forward according to the actual situation of the company. Create a new model for the same enterprise to use a variety of different types of compensation management system, in order to maximize the degree of fairness.
【学位授予单位】：武汉工程大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

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