發(fā)布時(shí)間：2018-04-20 00:29

  本文選題：重慶泰康保險(xiǎn) + 薪酬體系�。� 參考：《西南大學(xué)》2014年碩士論文

【摘要】：現(xiàn)代企業(yè)管理的重心,早己發(fā)生明顯的偏移和改變,即由過(guò)去對(duì)物的管理轉(zhuǎn)移到對(duì)人的管理上,其基本目的之一,是采用一定的方法,充分發(fā)揮人的積極性、主動(dòng)性和創(chuàng)造性,人力資源管理自然而然成為現(xiàn)代企業(yè)管理的核心。然而,薪酬管理是其中最困難的一項(xiàng)工作,不僅因?yàn)樾劫Y報(bào)酬和福利待遇是員工從事工作需要首要考慮的物質(zhì)前提,還因?yàn)樾匠晔瞧髽I(yè)與員工、員工與員工之間的利益沖突點(diǎn)。所以企業(yè)薪酬管理和薪酬體系,是吸引人才,留住人才的關(guān)鍵所在,是每個(gè)企業(yè)值得深思和面對(duì)的問(wèn)題。 薪酬是員工經(jīng)濟(jì)收入的主要來(lái)源,對(duì)員工及其家庭生活的影響非常大。因而,勞動(dòng)者的總體薪酬水平,則是反映國(guó)家、社會(huì)經(jīng)濟(jì)發(fā)展的重要指標(biāo),一般情況下,國(guó)民生產(chǎn)總值約有60%的部分是以薪酬的形式體現(xiàn),對(duì)員工乃至整個(gè)國(guó)民的態(tài)度和行為都起著不可估量的影響作用。薪酬管理和薪酬體系作為企業(yè)人力資源管理的重要組成部分,旨在根據(jù)企業(yè)的總體發(fā)展戰(zhàn)略和不同時(shí)段的生產(chǎn)經(jīng)營(yíng)目標(biāo),設(shè)計(jì)制定一套適用企業(yè)自主發(fā)展的薪酬體系,并采用有效措施實(shí)施和推行,協(xié)調(diào)企業(yè)內(nèi)部勞動(dòng)關(guān)系,維系和穩(wěn)定團(tuán)隊(duì)建設(shè),提高員工專業(yè)素質(zhì),激發(fā)員工工作積極性、主動(dòng)性和創(chuàng)造性,這都是企業(yè)正常運(yùn)轉(zhuǎn)的常規(guī)工作,也是推動(dòng)企業(yè)戰(zhàn)略目標(biāo)實(shí)現(xiàn)的有力工具。 類似泰康保險(xiǎn)這樣的大中型金融企業(yè),為社會(huì)提供了大量就業(yè)機(jī)會(huì),緩解了社會(huì)壓力,是市場(chǎng)體系中不可或缺的關(guān)鍵組成。但隨著保險(xiǎn)行業(yè)的快速發(fā)展及市場(chǎng)競(jìng)爭(zhēng)不斷加劇,各保險(xiǎn)公司在發(fā)展過(guò)程也面臨不少的問(wèn)題,如招不到人、留不住人等情況。 本文從解決企業(yè)薪酬體系實(shí)際問(wèn)題的角度入手,著眼于企業(yè)薪酬模式的研究,梳理國(guó)內(nèi)外有代表性的薪酬模式及研究,分析薪酬體系優(yōu)化的必要性和思路,論述公司薪酬體系的現(xiàn)狀及所存在的問(wèn)題,以及針對(duì)性對(duì)重慶泰康保險(xiǎn)這樣的保險(xiǎn)公司提出一個(gè)詳細(xì)的薪酬體系的優(yōu)化方案。
[Abstract]:The center of gravity of modern enterprise management has already undergone obvious deviation and change, that is, from the management of things in the past to the management of people, one of its basic purposes is to adopt certain methods to give full play to people's enthusiasm, initiative and creativity. Human resource management naturally becomes the core of modern enterprise management. However, salary management is one of the most difficult tasks, not only because compensation and welfare is the material prerequisite for employees to be considered first, but also because compensation is the conflict of interest between enterprises and employees and between employees and employees. Therefore, salary management and compensation system are the key to attract and retain talents, and are worth pondering and facing in every enterprise. Salary is the main source of economic income, which has a great impact on the staff and their family life. As a result, the overall wage level of workers is an important indicator of national, social and economic development. In general, about 60% of the gross national product is reflected in the form of remuneration. It has an incalculable effect on the attitude and behavior of employees and even the whole nation. As an important part of enterprise human resource management, salary management and compensation system are designed and formulated according to the overall development strategy of the enterprise and the production and management objectives of different periods of time, and a set of salary system suitable for the independent development of the enterprise is designed. And adopt effective measures to carry out and carry out, coordinate the labor relations within the enterprise, maintain and stabilize the team construction, improve the professional quality of the staff, stimulate the enthusiasm, initiative and creativity of the staff, all these are the normal work of the normal operation of the enterprise. It is also a powerful tool to promote the realization of enterprise strategic objectives. Large and medium-sized financial enterprises such as Taikang Insurance provide a large number of employment opportunities and relieve social pressure, which is an indispensable key component of the market system. However, with the rapid development of insurance industry and market competition, insurance companies are also faced with many problems in the process of development, such as the lack of recruitment, cannot retain people and so on. From the angle of solving the actual problems of the enterprise compensation system, this paper focuses on the research of the enterprise compensation model, combs the representative compensation model and research at home and abroad, and analyzes the necessity and the train of thought of the optimization of the compensation system. This paper discusses the present situation and existing problems of the compensation system of the company, and puts forward a detailed scheme for the optimization of the compensation system for the insurance companies such as Chongqing Taikang Insurance.
【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F842.3;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前5條

1 羅，

本文編號(hào)：1775443