基于宽带薪酬理论的SD公司薪酬体系再设计研究

发布时间：2018-05-26 02:32

  本文选题：SD公司 + 薪酬体系设计　； 参考：《昆明理工大学》2016年硕士论文

【摘要】：21世纪是人力资本竞争的时代,综合能力较强的专业型人才在企业经营管理过程中发挥着积极作用,合理的薪酬设计不仅能够有效激励人才,而且能够实现人才的专业化管理。不同企业,由于所经营产品和规模不同,人力资源管理,尤其是薪酬结构必然不尽相同。就企业而言,企业的薪酬结构随着社会与企业发展,不同阶段也会进行优化调整。宽带薪酬不仅在国外为广大工商企业所采用,在我国也有越来越多的企业选择运用,并且取得了传统模式下意想不到的效果。对于SD公司这样依靠知识盈利的广告企业来说,企业能够持续发展的关键是员工,而员工最关心的是个人的利益问题,即所得薪酬。薪酬即是SD公司这样的民营企业员工内部最有力的驱动力,也是企业最有利的激励工具。SD公司要想在人力资源竞争方面占居优势地位,就必须建立一个有效的宽带薪酬体系。这个薪酬体系将在SD公司的发展中发挥着不可替代的作用。本文从薪酬的基本理论开始,结合宽带薪酬的相关理论,研究了以SD公司为例的广告企业的薪酬体系,文章首先介绍了SD公司现有薪酬体系的状况,通过调研和分析找出了现有薪酬体系存在的问题,经过对问题的梳理明确了问题形成的原因,并阐述了SD公司进行薪酬改革的必要性。随后,根据SD公司特有的组织结构、员工结构和公司的发展战略目标,以实现公司在人力资源方面占据优势地位的目标,采用问卷调查等方式进行实地调研,通过对调研数据的统计分析,结合SD公司民营、广告行业的特殊属性,对现有薪酬进行改革,再设计了一套新的薪酬体系。薪酬体系再设计过程中全面描述了岗位分析、薪酬结构、绩效考核和薪酬调整。并为了保证新的薪酬体系能够顺利实施,提出了相应的保障措施。作为一家民营广告企业,SD公司在薪酬管理中存在的问题,同样存在于同类企业,本文通过对SD公司薪酬体系的再设计研究,提出了一个新的薪酬体系设计方案,对其他民营中小型广告企业具有一定的参考意义。
[Abstract]:The 21st century is the era of human capital competition. Professional talents with strong comprehensive ability play a positive role in the process of enterprise management. Reasonable salary design can not only effectively motivate talents, but also realize the specialized management of talents. Human resource management, especially salary structure, must be different because of the different products and scale of different enterprises. As far as enterprises are concerned, the salary structure of enterprises will be optimized and adjusted at different stages with the development of society and enterprises. Broadband salary is not only adopted by foreign enterprises, but also used by more and more enterprises in our country, and has achieved unexpected results under the traditional mode. For advertising companies that rely on knowledge to make money, employees are the key to sustainable development, and employees are most concerned about their personal interests, that is, the compensation they receive. Compensation is not only the most powerful driving force within the employees of private enterprises such as SD Corporation, but also the most favorable incentive tool. If the SD company wants to occupy a dominant position in the competition of human resources, it must establish an effective broadband compensation system. This compensation system will play an irreplaceable role in the development of SD. Starting from the basic theory of compensation and combining the theory of broadband compensation, this paper studies the compensation system of advertising enterprises taking SD Company as an example. Firstly, the paper introduces the status of the current compensation system of SD Company. Through investigation and analysis, this paper finds out the problems existing in the current salary system, clarifies the causes of the problems, and expounds the necessity of the salary reform in SD Company. Then, according to SD company's unique organizational structure, employee structure and the company's development strategy goal, in order to achieve the company's dominant position in human resources, questionnaire survey and other methods were used to conduct field research. Through the statistical analysis of the survey data, combining with the special attributes of the private and advertising industry of SD company, this paper carries on the reform to the existing salary, and designs a new compensation system. In the process of compensation system redesign, post analysis, salary structure, performance appraisal and salary adjustment are described. And in order to ensure that the new compensation system can be implemented smoothly, put forward the corresponding safeguards. As a private advertising company, the problem of compensation management in SD company also exists in the same kind of enterprises. This paper puts forward a new salary system design scheme by studying the redesign of compensation system of SD company. For other private small-and medium-sized advertising enterprises have a certain reference significance.
【学位授予单位】：昆明理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F713.8
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本文编号：1935607