QRS报业发行公司发行站薪酬设计

发布时间：2018-04-27 19:52

本文选题：报业发行 + 薪酬设计　；参考：《山东大学》2009年硕士论文

【摘要】： 薪酬设计不仅是现代薪酬管理制度的重要组成部分,也是人力资源开发与管理的重要环节,它对提高企业的竞争力有着不容忽视的作用。因此,每个企业都应根据各自的组织战略设计一套适合于本组织并具有公平性及竞争力的薪酬方案。随着传媒业的快速发展,中国报刊界都在探索报纸产业化运作,其本质意义是要整合各种优势资源(包括新闻版面、投递网络等),创造出新的利润增长点。从报业产业化运作的角度看,报刊发行作为具有物流配送行业性质的一种新兴产业,已逐渐成为除广告以外新的报业经济驱动点,而承载报刊发行任务的投递工作显得至关重要。如何利用薪酬有效激励发行队伍,提高企业竞争力和经济效益,成为发行企业或机构研究的主要课题。从当前国内报业行业现状看,各家发行单位对于薪酬设计都没有一套成熟、可借鉴的模式。 QRS公司是济南市四家发行公司(机构)之一,具有典型的行业特征,遍布于市区的发行站是该类型企业架构中的基础和核心。在当前的报业经济形势下,QRS公司现有的发行站薪酬制度已经与公司的战略目标不匹配,制约着公司的进一步发展。经调查,公司发行站薪酬体系存在一线员工薪酬水平偏低,部分岗位职责不明、冗员较多,薪酬横向、纵向结构不合理,绩效部分计发方式不清晰等问题。本文在广泛调查、搜集数据的基础上,运用人力资源管理、薪酬管理、激励等基本理论并借鉴很多企业的实践经验,以企业战略为指导,针对上述问题对原有薪酬体系进行了改进性设计。在新的薪酬体系设计中,首先利用报酬要素法对各岗位进行分析评价,排列岗位价值序列;然后调查行业内的市场薪酬水平,定位本公司的薪酬指导线:再次运用层次分析法,对薪酬结构单元的权重进行了量化分析,并借鉴岗效薪点工资制,调整岗位薪酬等级;最后按照一线员工的实际投递情况,对其收入的主要组成部分——绩效薪酬的计发方式作了重新修正,使其更适合行业运作的特点。发行站薪酬设计与管理是一个动态的过程,通过对改进后的薪酬体系的导入与反馈,发现不足及时采取调整措施,来维系和提高薪酬体系的生命力。希望本文的研究对整个发行行业的薪酬制度建立与完善有实际参考和借鉴意义。
[Abstract]:Salary design is not only an important part of modern salary management system, but also an important link of human resource development and management. It plays an important role in improving the competitiveness of enterprises. Therefore, each enterprise should design a fair and competitive compensation package according to its own organizational strategy. With the rapid development of the media industry, Chinese newspapers and periodicals are exploring the industrialization of newspapers. Its essential meaning is to integrate all kinds of superior resources (including news layout, delivery network and so on) to create new profit growth points. From the point of view of the industrialization operation of newspaper industry, newspaper distribution, as a new industry with the nature of logistics and distribution, has gradually become a new driving point of newspaper economy besides advertisement. The task of carrying the distribution of newspapers and periodicals is very important. How to make use of the salary to motivate the issuing team and improve the competitiveness and economic benefit of the enterprise has become the main research topic of the issuing enterprise or institution. From the current situation of domestic newspaper industry, each issuer has no mature model for salary design. QRS Company is one of the four issuing companies (institutions) in Jinan, which has typical industry characteristics. The distribution stations in urban areas are the foundation and core of this type of enterprise structure. Under the current economic situation of newspaper industry, QRS company's present salary system of issuing station has not matched with the company's strategic goal, which restricts the company's further development. Through investigation, there are some problems such as low salary level of front-line employees, unclear responsibilities of some positions, more redundant staff, horizontal compensation, unreasonable vertical structure, unclear ways of calculating and issuing performance and so on. On the basis of extensive investigation and data collection, this paper applies the basic theories of human resource management, salary management and incentive, and draws lessons from the practical experience of many enterprises, guided by the enterprise strategy. In view of the above problems, the original compensation system has been improved design. In the design of the new compensation system, firstly, the compensation factor method is used to analyze and evaluate the positions, and then the position value sequence is arranged. Then, the market compensation level in the industry is investigated, and the salary guidance line of the company is positioned: the analytic hierarchy process (AHP) is used again. The weight of the salary structure unit is analyzed quantitatively, and the post salary grade is adjusted by reference to the post effective salary point wage system. Finally, according to the actual delivery situation of the front-line employees, This paper revises the way of calculating and issuing performance compensation, which is the main component of its income, and makes it more suitable for the characteristics of industry operation. The salary design and management of the issuing station is a dynamic process. Through the introduction and feedback of the improved compensation system, it is found that the adjustment measures can be taken in time to maintain and improve the vitality of the compensation system. I hope the study of this paper has practical reference and significance for the establishment and improvement of the entire distribution industry salary system.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：G211

【引证文献】