【摘要】：隨著我國工資制度逐步的改革,現(xiàn)代化的薪酬管理制度也隨之在各企業(yè)單位逐步的建立和完善起來。尤其是自進(jìn)入21世紀(jì),我國企業(yè)的薪酬制度面臨著新的改革且存在新的機(jī)遇和挑戰(zhàn),尤其是服裝行業(yè),大多數(shù)企業(yè)根本沒有樹立現(xiàn)代化企業(yè)薪酬理念的概念,其薪酬理念還是比較陳舊,薪酬制度相對單一化,造成結(jié)構(gòu)不合理,明顯缺乏激勵(lì)作用,根本無法適應(yīng)現(xiàn)代企業(yè)管理的要求。綜上所述,薪酬的激勵(lì)性需要引起廣泛的關(guān)注,激勵(lì)性薪酬體系的設(shè)計(jì)逐漸成為一種趨勢,對其進(jìn)行研究具有極其重要的現(xiàn)實(shí)意義。 目前,WFM時(shí)裝在更加激烈的市場競爭環(huán)境下,再加上截止到目前小規(guī)模的服裝企業(yè)也在逐年的增加,WFM的領(lǐng)導(dǎo)清醒的認(rèn)識(shí)到,因循守舊的管理和發(fā)展模式已經(jīng)無法適應(yīng)當(dāng)前的發(fā)展需求,為此組織研究分析行業(yè)競爭力,研究發(fā)展新戰(zhàn)略。而與新戰(zhàn)略相適應(yīng)的薪酬管理也勢在必行。然而,該公司的薪酬管理一直沒有形成科學(xué)有效的制度,已有的薪酬制度大多比較傳統(tǒng),雜亂無章,無法適應(yīng)公司的長遠(yuǎn)發(fā)展。 本文以WFM時(shí)裝有限公司中層管理人員為例,運(yùn)用戰(zhàn)略人力資源管理理論、薪酬管理理論、激勵(lì)理論與案例研究的方法,重點(diǎn)探討其薪酬體系存在的問題,并指出產(chǎn)生問題的原因所在,對其存在的問題提出解決問題的對策以實(shí)施薪酬體系的再設(shè)計(jì),并對其實(shí)施提出保障性的措施。本文認(rèn)為,WFM時(shí)裝有限公司首先要做的就是將簡單的傳統(tǒng)的人事管理轉(zhuǎn)變?yōu)槿肆Y源管理,制定薪酬戰(zhàn)略,通過崗位分析和崗位評價(jià),實(shí)施以崗位工資制為基礎(chǔ)的全面薪酬設(shè)計(jì),并提出使用360°績效考核方法,對中層管理人員進(jìn)行考核,做好內(nèi)部組織保障、完善績效管理制度、重視非經(jīng)濟(jì)性精神薪酬相一致的企業(yè)文化建設(shè)。 本文共分五部分,第一部分為緒論,重點(diǎn)介紹論文的研究背景和意義、國內(nèi)外研究現(xiàn)狀、本文研究思路和方法等；第二部分就論文相關(guān)的基本理論進(jìn)行了闡述；第三部分以WFM時(shí)裝有限公司中層管理人員的薪酬為例,對其體系的現(xiàn)狀、存在問題,并進(jìn)行了分析；第四部分針對存在問題,對WFM時(shí)裝有限公司中層管理人員薪酬體系進(jìn)行優(yōu)化設(shè)計(jì)；最后部分為本文的研究總結(jié)。
[Abstract]:With the gradual reform of wage system in China, the modern salary management system has been gradually established and perfected in various enterprises. Especially since entering the 21st century, the salary system of our country's enterprises is facing new reform and new opportunities and challenges, especially in the clothing industry, most enterprises have not set up the concept of modern enterprise salary concept. Its salary idea is still relatively old, the compensation system is relatively simple, resulting in unreasonable structure, obvious lack of incentive role, and can not adapt to the requirements of modern enterprise management. To sum up, the incentive of compensation needs to cause widespread concern, the design of incentive compensation system has gradually become a trend, it is of great practical significance to study it. At present, WFM fashion in the more fierce market competition environment, coupled with the current small clothing enterprises are also increasing year by year, the leadership of WFM soberly recognized, The traditional management and development model can not meet the needs of current development. Therefore, the organization of research and analysis of industry competitiveness, research and development of new strategies. And the salary management that adapts with the new strategy is also imperative. However, the compensation management of the company has not formed a scientific and effective system, most of the existing compensation system is more traditional, chaotic, unable to adapt to the long-term development of the company. Taking the middle-level managers of WFM Fashion Co., Ltd. As an example, using the theory of strategic human resource management, the theory of salary management, the theory of incentive and the method of case study, this paper mainly discusses the problems existing in the compensation system. It also points out the causes of the problems, puts forward the countermeasures to solve the problems in order to implement the re-design of the salary system, and puts forward the safeguard measures to the implementation of the problems. This paper believes that the first thing WFM Fashion Co., Ltd. should do is to change the simple traditional personnel management into human resource management, formulate salary strategy, through post analysis and job evaluation. To implement the overall salary design based on the post salary system, and put forward the method of 360 擄performance appraisal to evaluate the middle management personnel, do well the internal organization guarantee, perfect the performance management system, Pay attention to non-economic spirit compensation consistent with the construction of corporate culture. This paper is divided into five parts, the first part is the introduction, focusing on the research background and significance of the paper, domestic and foreign research status, research ideas and methods, etc. The third part takes the compensation of middle managers in WFM Fashion Co., Ltd as an example, analyzes the current situation, existing problems and analysis of the system. The fourth part aims at the existing problem, carries on the optimization design to the WFM fashion limited company middle management salary system; the last part is the research summary of this article.
【學(xué)位授予單位】：青島科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F416.86

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 楊滿心;李彥超;;我國企業(yè)薪酬管理存在的問題與對策[J];當(dāng)代經(jīng)濟(jì);2007年12期

2 趙海婷;;論企業(yè)的人力資本投資[J];管理科學(xué)文摘;2004年07期

3 張華初;;中小民營企業(yè)薪酬管理存在的問題與對策——以X公司為例[J];華南師范大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2005年05期

4 薛偉宏 ,陳偉;建筑企業(yè)薪酬管理系統(tǒng)設(shè)計(jì)[J];合作經(jīng)濟(jì)與科技;2005年14期

5 史永川;;我國企業(yè)薪酬管理存在的問題與對策[J];市場論壇;2006年03期

6 曾曉冬,余君,楊金云;民營企業(yè)薪酬管理中存在的問題與對策[J];經(jīng)濟(jì)論壇;2005年09期

7 施楊;李南;;國內(nèi)人力資源管理實(shí)踐與企業(yè)績效研究述評[J];科技管理研究;2009年09期

8 龍朝雙,張梅珍;國企經(jīng)營者薪酬創(chuàng)新激勵(lì)的微觀分析[J];科技進(jìn)步與對策;2001年11期

9 曹海萍;;城市商業(yè)銀行薪酬管理存在問題與對策研究——以某城市商業(yè)銀行為例[J];科技信息(科學(xué)教研);2008年22期

10 王 悅,周長群;公平理論在薪酬管理中的應(yīng)用[J];科技與管理;2002年01期

，

本文編號(hào)：2379137