【摘要】：伴隨著經(jīng)濟(jì)全球化的發(fā)展,企業(yè)之間的競(jìng)爭(zhēng)愈來愈激烈。其競(jìng)爭(zhēng)的關(guān)鍵因素不再是資本和機(jī)器設(shè)備,而是知識(shí)。因此,企業(yè)都試圖建立基于智力資本的核心能力,以在競(jìng)爭(zhēng)中勝出。由此可見,人才成為企業(yè)核心能力的載體和爭(zhēng)奪的核心資源。與此同時(shí),面臨著國有企業(yè)改革不斷深化和現(xiàn)代企業(yè)制度逐步建立的客觀形勢(shì),企業(yè)原有的傳統(tǒng)管理方式已不能適應(yīng)現(xiàn)代化企業(yè)的管理要求。在市場(chǎng)開放程度不斷增強(qiáng)和企業(yè)競(jìng)爭(zhēng)激烈的背景下,人力資源的開發(fā)與管理成為企業(yè)管理工作的一項(xiàng)主要內(nèi)容。在人力資源的開發(fā)和管理當(dāng)中,有效激勵(lì)員工的一項(xiàng)至關(guān)重要的內(nèi)容就是薪酬管理。構(gòu)建一個(gè)適應(yīng)企業(yè)和市場(chǎng)經(jīng)濟(jì)發(fā)展需要的合理有效的薪酬激勵(lì)制度不僅會(huì)對(duì)企業(yè)員工的積極性產(chǎn)生影響,而且還會(huì)對(duì)企業(yè)的人力資源效率以及勞動(dòng)生產(chǎn)效率產(chǎn)生影響,從而對(duì)企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)產(chǎn)生影響。本文采用了文獻(xiàn)研究方法、企業(yè)調(diào)研方法、歸納總結(jié)和演繹推理相結(jié)合的方法、定性分析和定量分析有機(jī)結(jié)合的方法以及理論研究與實(shí)證研究相結(jié)合的方法,來對(duì)JR公司的薪酬激勵(lì)體系進(jìn)行了詳細(xì)的探討。以薪酬制度的改革作為研究的背景,立足JR公司目前在薪酬激勵(lì)體系建設(shè)的薪酬構(gòu)成、薪酬水平以及員工滿意度等現(xiàn)狀,提出了問題存在的兩大方面原因,即公司沒有形成薪酬管理市場(chǎng)機(jī)制和薪酬考核的聯(lián)系緊密度不夠。針對(duì)這些問題及原因,對(duì)JR公司薪酬激勵(lì)體系進(jìn)行了再設(shè)計(jì),明確設(shè)計(jì)的思想及目標(biāo),本著公平原則、激勵(lì)原則、公開原則以及合法性原則,對(duì)JR公司的付酬制度模式、基于勝任能力的崗位匹配組織體系以及薪酬結(jié)構(gòu)進(jìn)行了詳細(xì)的分析和設(shè)計(jì),從而提出新的職務(wù)職能薪酬體系的設(shè)計(jì)方案。最后把企業(yè)高層管理的重視和支持提了出來,把與之相配套的細(xì)則建設(shè)和業(yè)績考證體系的建立和完善提了出來,把薪酬激勵(lì)體系的動(dòng)態(tài)管理辦法和薪酬管理體系的規(guī)范化提了出來。通過本文的研究,希望能夠?yàn)橥惼髽I(yè)的人力資源管理提供相關(guān)的參考和借鑒。
[Abstract]:With the development of economic globalization, the competition between enterprises is becoming more and more fierce. The key to competition is no longer capital and machinery, but knowledge. So companies are trying to build core competencies based on intellectual capital to win the competition. Thus, talents become the carrier of core competence and the core resources. At the same time, faced with the objective situation of the deepening of the state-owned enterprise reform and the gradual establishment of the modern enterprise system, the original traditional management mode of the enterprise can no longer meet the management requirements of the modern enterprise. Under the background of increasing market opening and fierce competition, the development and management of human resources has become one of the main contents of enterprise management. In the development and management of human resources, salary management is one of the most important elements to motivate employees effectively. The construction of a reasonable and effective salary incentive system to meet the needs of the development of enterprises and market economy will not only have an impact on the enthusiasm of employees, but also on the efficiency of human resources and labor production efficiency of enterprises. Thus, the realization of the strategic objectives of the enterprise has an impact. This paper adopts the methods of literature research, enterprise research, the combination of inductive and deductive reasoning, qualitative analysis and quantitative analysis, as well as the combination of theoretical research and empirical research. To the JR company's salary incentive system is discussed in detail. Taking the reform of salary system as the background, based on the present situation of salary structure, salary level and employee satisfaction of JR Company in the construction of salary incentive system, this paper puts forward two major reasons for the problems. That is, the company did not form a compensation management market mechanism and pay assessment of the close relationship is not enough. Aiming at these problems and reasons, this paper redesigns the compensation incentive system of JR Company, clarifies the idea and goal of the design, follows the principle of fairness, incentive principle, openness principle and legality principle, and gives the model of pay system of JR Company. The post matching organization system and salary structure based on competency are analyzed and designed in detail, and a new design scheme of job function compensation system is put forward. Finally, the importance and support of the senior management of the enterprise is put forward, and the detailed rules construction and the establishment and improvement of the achievement textual research system are put forward. The dynamic management method of salary incentive system and the standardization of salary management system are put forward. Through the research of this paper, we hope to provide reference for the human resource management of similar enterprises.
【學(xué)位授予單位】：哈爾濱工程大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.471

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