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  本文關(guān)鍵詞： 山東嘉瑞公司 薪酬激勵體系 績效考核 保障措施　出處：《西北大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：經(jīng)濟全球化使得人才流動日趨加快,企業(yè)在人才方面的競爭也更加激烈。尤其是面對中國當(dāng)前勞動力成本日趨上漲、資源環(huán)境壓力日益加大、以及國內(nèi)外經(jīng)濟景氣指數(shù)增長乏力情況下,企業(yè)如何吸引和留住人才,通過資源整合、充分發(fā)揮人力資本的作用成為提升企業(yè)競爭力的重要的途徑之一。因此,構(gòu)建既富有企業(yè)特色、又能夠充分凝聚其競爭力的薪酬激勵體系來不斷“筑巢引鳳”,進(jìn)而提升企業(yè)的綜合競爭力就尤為重要。 本文運用激勵理論、全面薪酬理論等有關(guān)理論,主要采用文獻(xiàn)資料調(diào)查法、問卷調(diào)查與訪談相結(jié)合的方法和比較分析法,著重就山東嘉瑞公司員工薪酬激勵體系優(yōu)化問題來進(jìn)行研究,其主要思路是：首先梳理有關(guān)企業(yè)薪酬激勵的先行文獻(xiàn),主要通過對相關(guān)概念(如薪酬激勵)等進(jìn)行科學(xué)界定、同時對國內(nèi)外薪酬激勵體系文獻(xiàn)進(jìn)行梳理；其次,著重對山東嘉瑞公司員工薪酬激勵體系現(xiàn)狀及存在問題分析進(jìn)行闡述,主要從公司概述、公司員工薪酬激勵體系現(xiàn)狀、公司員工薪酬激勵體系存在的問題、公司員工薪酬激勵體系存在問題的原因分析；再次,著重對山東嘉瑞公司員工薪酬激勵體系優(yōu)化方案設(shè)計,主要從薪酬激勵體系優(yōu)化方案設(shè)計原則、思路和目標(biāo),以及薪酬激勵體系優(yōu)化方案設(shè)計內(nèi)容提出建議；最后,主要從通過宣傳培訓(xùn)和雙向溝通,強化企業(yè)文化建設(shè)；爭取管理層的理解和支持、推進(jìn)全員競爭上崗；構(gòu)建薪酬管理委員會、明確考核職責(zé)；健全薪酬體系保障制度、增強執(zhí)行效力等方面來保障山東嘉瑞公司薪酬激勵體系方案的順利實施。 總之,本文研究結(jié)論具有一定的實踐意義,不僅為山東嘉瑞公司的薪酬激勵體系提供可操作的建議,同時也有助于為其他企業(yè)提供一定的借鑒。
[Abstract]:Economic globalization accelerates the flow of talents, and the competition of enterprises in the field of talents is becoming more fierce. Especially in the face of the rising labor costs in China, the pressure of resources and environment is increasing day by day. And domestic and foreign economic climate index growth is weak, how enterprises attract and retain talent, through the integration of resources, fully play the role of human capital is one of the important ways to enhance the competitiveness of enterprises. It is particularly important to construct a salary incentive system which is rich in enterprise characteristics and can fully agglomerate its competitiveness to "build a nest and attract the Phoenix", and then to enhance the comprehensive competitiveness of enterprises. In this paper, incentive theory, total pay theory and other related theories, mainly using the literature survey method, questionnaire survey and interviews combined with the method and comparative analysis. Focus on the Shandong Jiarui Company staff compensation incentive system optimization to study, its main ideas are: first of all, comb the enterprise compensation incentive literature. Mainly through the related concepts (such as salary incentive) to carry on the scientific definition, simultaneously carries on the comb to the domestic and foreign compensation incentive system literature; Secondly, focus on the Shandong Jiarui Company employee compensation incentive system status quo and existing problems analysis, mainly from the company overview, the company employee compensation incentive system status. The problems existing in the salary incentive system of the company's employees and the reasons for the problems in the compensation incentive system of the company's employees; Thirdly, focus on the Shandong Jiarui Company staff compensation incentive system optimization scheme design, mainly from the salary incentive system optimization design principles, ideas and objectives. As well as salary incentive system optimization scheme design content puts forward the proposal; Finally, mainly from the propaganda training and two-way communication, strengthen the construction of corporate culture; To win the understanding and support of the management to promote the competition of all staff; Set up the compensation management committee and define the duty of assessment; Improve the compensation system security system, enhance the effectiveness of the implementation of Shandong Jiari compensation incentive system to ensure the smooth implementation. In a word, the conclusion of this paper has some practical significance, not only to provide operational suggestions for the compensation incentive system of Shandong Jiarui Company, but also to provide some reference for other enterprises.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92

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