本文選題：IPD + 薪酬　； 參考：《湖南工業(yè)大學(xué)》2017年碩士論文

【摘要】：企業(yè)的生存和發(fā)展需要積極適應(yīng)市場變化和需求,不斷提高產(chǎn)品競爭力,IPD管理模式能有效地應(yīng)對市場的需求,在實(shí)施IPD管理模式變革的背景下,人力資源管理就需要研究與之配套的薪酬與績效管理機(jī)制,牽引員工主動(dòng)迎合組織機(jī)構(gòu)的變革,并通過“學(xué)習(xí)型組織”、“成事為先”等優(yōu)秀文化來融合,形成合力,從而助推變革的成功與組織績效的提升。本文通過對ZZS公司現(xiàn)有的縱向職能管控結(jié)構(gòu)的薪酬與績效管理現(xiàn)狀研究發(fā)現(xiàn),ZZS公司薪酬與績效管理現(xiàn)狀可以歸納為:無論組織還是個(gè)人每年均會(huì)制定年度績效協(xié)議,績效指標(biāo)層層分解,各部門的組織績效指標(biāo)獨(dú)立性較強(qiáng),各部門由公司決策層負(fù)責(zé)考核,部門員工由部門負(fù)責(zé)人考核,考核結(jié)果皆應(yīng)用于薪酬應(yīng)用中,同時(shí)也會(huì)與職業(yè)發(fā)展、培訓(xùn)、職務(wù)等掛鉤,但自引入IPD管理模式之后,并未對現(xiàn)有的薪酬與績效管理模式做出任何改變,對于IPD團(tuán)隊(duì)成員來說,增加IPD模式無非就是多了一種組織形態(tài)、多了一個(gè)分配工作任務(wù)的領(lǐng)導(dǎo),因此,本文基于IPD模式的管理特點(diǎn)研究及薪酬績效理論進(jìn)行分析,結(jié)合對ZZS公司的薪酬與績效管理現(xiàn)狀研究,通過應(yīng)用薪酬理論、績效理論及結(jié)合組織行為學(xué)中的團(tuán)隊(duì)理論、激勵(lì)理論和管理經(jīng)濟(jì)學(xué)中的機(jī)會(huì)成本、帕累托改進(jìn)理論等思想,對基于IPD模式的薪酬與績效管理機(jī)制進(jìn)行有效設(shè)計(jì)。
[Abstract]:The survival and development of enterprises need to actively adapt to market changes and needs, and constantly improve the competitiveness of products. IPD-based management model can effectively respond to market demand. Under the background of implementing the reform of IPD management mode, Human resources management needs to study the corresponding compensation and performance management mechanism, lead employees to actively cater to the organizational changes, and through "learning organization", "success first" and other excellent culture to integrate, form a joint force. So as to promote the success of change and organizational performance. Through the research on the status quo of compensation and performance management of ZZS's vertical function control structure, this paper finds that the present situation of compensation and performance management can be summarized as follows: both organizations and individuals make annual performance agreements every year. The performance indicators are decomposed layer by layer, the organizational performance indicators of each department are independent, each department is assessed by the decision-making level of the company, and the staff of the department is assessed by the department head. The results of the appraisal are applied in the application of salary, and at the same time, the evaluation results are also applied to the career development. Training, jobs, etc., but since the introduction of IPD management mode, has not made any changes to the existing compensation and performance management model, for IPD team members, adding the IPD model is nothing more than an organizational form, Therefore, based on the management characteristics of IPD model and salary performance theory analysis, combined with the current situation of compensation and performance management of ZZS company, through the application of compensation theory, Performance theory, combined with team theory in organizational behavior, opportunity cost in incentive theory and management economics, and Pareto improvement theory, are used to effectively design the compensation and performance management mechanism based on IPD model.
【學(xué)位授予單位】：湖南工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F279.26

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