C企业薪酬体系优化设计

发布时间：2018-06-10 05:15

本文选题：岗位评价 + 薪酬管理　；参考：《太原理工大学》2017年硕士论文

【摘要】：市场经济条件下,人才战略在企业战略中逐渐占据主导地位,人力资源管理的战略地位凸显。人力资源管理中的重要环节之一是薪酬管理,作为一把双刃剑,科学合理的薪酬体系不但能够稳定员工队伍,激励员工持续为企业服务,更能够吸引优秀人才,提高企业经营业绩,反之,薪酬体系若存在问题或偏差,工作效率降低,人才流失,将给企业带来不可挽回的损失。因此,建立一套公平有效、具有竞争力的薪酬管理体系,对企业具有重要意义。本文以新能源企业C企业为研究对象,对其公司原有的薪酬体系进行了重新设计。本文首先进行了文献综述,对薪酬体系理论的发展历程进行了简单介绍,并对本论文研究的理论基础进行了阐述,同时对当前国内外薪酬理论的研究成果进行了列举。为C企业薪酬体系设计奠定了理论基础。在理论研究的基础上,收集了C企业有关资料,了解了该企业的发展历程、组织结构、人员结构等情况,针对该企业薪酬情况,进行了问卷调查,对收集回来的数据进行了分类整理,对反应出的问题进行了归纳总结,对产生薪酬问题的深层原因进行了探讨。在以上工作的基础上,确定了论文研究的方向以及薪酬体系设计的理念和原则。在论文主体部分,对C企业岗位进行了重新梳理和评价,以此为基础形成了多阶层的薪酬体系框架,并对薪酬体系的实施提出了保障措施。通过研究先进的人力资源理论在C企业的应用,并不断完善和持续改进该公司薪酬制度,一是能够进一步明确公司组织架构,理清岗位设置和人员需求,稳定员工队伍,使员工统一思想、统一标准,快速而准确的履行各自岗位职责;二是能够激发员工在实际工作中自主学习自主研究的积极性,打造积极向上的学习氛围,实现公司人力资源管理工作的良性发展;三是以人力资源管理工作为理论支撑,能够促使公司其他各项制度得到不断改善和规范,有效减少工作中的多种浪费,使工作更加高效,进而实现公司在转型发展时期的平稳过渡和战略规划的有效推进。
[Abstract]:Under the condition of market economy, the talent strategy gradually occupies the leading position in the enterprise strategy, and the strategic position of human resource management is prominent. As a double-edged sword, a scientific and reasonable salary system can not only stabilize the staff team, encourage the staff to serve the enterprise continuously, but also attract outstanding talents. On the contrary, if there are problems or deviations in the salary system, the working efficiency will be reduced and the talents will be lost, which will bring irreparable losses to the enterprises. Therefore, the establishment of a fair and effective, competitive compensation management system is of great significance to enterprises. In this paper, the new energy enterprise C enterprise as the research object, the original compensation system of the company has been redesigned. At first, this paper makes a literature review, introduces the development course of the compensation system theory, expounds the theoretical basis of this paper, and enumerates the current research results of the compensation theory at home and abroad. It lays a theoretical foundation for the design of C enterprise compensation system. On the basis of theoretical research, this paper collects the relevant information of C enterprise, understands the development course, organization structure, personnel structure of the enterprise, and carries out a questionnaire survey on the compensation situation of the enterprise. This paper classifies the collected data, sums up the problems, and probes into the deep causes of the compensation problem. On the basis of the above work, this paper determines the direction of research and the concept and principle of salary system design. In the main part of the thesis, the paper reorganizes and evaluates the position of C enterprise, on the basis of which, it forms a multi-class salary system framework, and puts forward the safeguard measures for the implementation of the compensation system. By studying the application of advanced human resource theory in C enterprise, and continuously improving and improving the compensation system of the company, the first is to be able to further clarify the organizational structure of the company, clarify the post setting and personnel needs, and stabilize the staff team. Let the staff unify the thought, unify the standard, carry out the duty of their respective post quickly and accurately; second, can stimulate the enthusiasm of the staff to study independently in the actual work, create the positive and upward learning atmosphere, To realize the benign development of the company's human resources management, the third is to take the human resources management as the theoretical support, which can promote the continuous improvement and standardization of the other systems of the company, and effectively reduce various kinds of waste in the work. Make the work more efficient, and then realize the smooth transition of the company in the period of transformation and development and the effective promotion of strategic planning.
【学位授予单位】：太原理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.22

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