LW公司中高层管理人员薪酬体系优化设计研究

发布时间：2018-11-11 11:11

【摘要】：企业的竞争归根到底是人才的竞争。薪酬管理作为人力资源管理的核心,对企业市场竞争和长期发展具有重要作用。目前,我国国有企业正从传统的薪酬管理向现代薪酬管理转变,很多企业引进了国外成熟的管理工具,虽然取得了一定效果,但在转化过程中也存在许多问题。结合我国国有企业的特殊性,如何吸收应用国外先进理念,是国企薪酬体系建设的重大课题。LW公司是一家从事广告、新媒体业务的国有企业,随着国企改革及市场竞争的日益加剧,现行薪酬体系存在的弊端逐渐凸显,员工满意度降低,管理及骨干员工流失率增加。因此,对LW公司中高层管理人员薪酬体系进行优化设计,建立一套既符合企业一般规律又体现国有企业特点的新体系已势在必行。本文以LW公司中高层管理人员薪酬为研究对象,运用现代薪酬理论,采用问卷调查、访谈、定性定量研究等方法,通过对问题的分析诊断,提出了中高层管理人员薪酬体系优化设计方案。研究证明:科学的岗位分析和评价,是薪酬体系优化设计的基础;要针对各岗位的不同需求,设计差异化的薪酬模式,以增强薪酬的公平性和激励性;同时要加强配套体系建设,并保障新体系平稳过度。研究认为,改革的成功必须得到公司高层的大力支持,并注重发挥工会的作用。本文的研究成果对国内同类企业具有一定的启示和借鉴意义。
[Abstract]:The competition of enterprise is the competition of talent in the final analysis. As the core of human resource management, salary management plays an important role in enterprise market competition and long-term development. At present, the state-owned enterprises of our country are changing from the traditional salary management to the modern salary management. Many enterprises have introduced foreign mature management tools, although they have achieved certain results, there are many problems in the process of transformation. Considering the particularity of state-owned enterprises in China, how to absorb and apply foreign advanced ideas is an important subject in the construction of state-owned enterprises' salary system. LW Company is a state-owned enterprise engaged in advertising and new media business. With the increasing reform of state-owned enterprises and market competition, the disadvantages of the current salary system are gradually highlighted, employee satisfaction is reduced, management and backbone staff turnover rate increases. Therefore, it is imperative to optimize the salary system of senior managers in LW Company and establish a new system which not only accords with the general laws of enterprises but also embodies the characteristics of state-owned enterprises. This paper takes the compensation of the middle and senior management of LW Company as the research object, applies the modern compensation theory, adopts the methods of questionnaire, interview, qualitative and quantitative research, through the analysis and diagnosis of the problem. The optimal design scheme of middle and senior management compensation system is put forward. It is proved that scientific post analysis and evaluation are the basis of the optimal design of salary system, and that different compensation models should be designed according to the different needs of each post in order to enhance the fairness and incentive of compensation. At the same time, we should strengthen the construction of supporting systems and ensure the smooth transition of the new system. The research believes that the success of the reform must be strongly supported by the company, and pay attention to the role of trade unions. The research results of this paper have certain enlightenment and reference significance to domestic similar enterprises.
【学位授予单位】：云南师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F713.8;F272.92

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