發(fā)布時(shí)間：2018-05-18 14:58

  本文選題：典當(dāng) + 典當(dāng)行業(yè)��； 參考：《北京郵電大學(xué)》2014年碩士論文

【摘要】：“典當(dāng),是指當(dāng)戶將其動(dòng)產(chǎn)、財(cái)產(chǎn)權(quán)利作為當(dāng)物質(zhì)押或者將其房地產(chǎn)作為當(dāng)物抵押給典當(dāng)行,交付一定比例費(fèi)用,取得當(dāng)金,并在約定期限內(nèi)支付當(dāng)金利息、償還當(dāng)金、贖回當(dāng)物的行為”[1]。自國(guó)家商務(wù)部、公安部2005年第8號(hào)令頒布《典當(dāng)管理辦法》以來,典當(dāng)行業(yè)的發(fā)展由無序轉(zhuǎn)向規(guī)范,走上了快速、健康發(fā)展的快車道。作為國(guó)家特許經(jīng)營(yíng)質(zhì)押和抵押典當(dāng)業(yè)務(wù)的特殊企業(yè)法人,典當(dāng)企業(yè)從事著一種以物為擔(dān)保的資金借貸活動(dòng)。近年來,典當(dāng)以其小額、短期、簡(jiǎn)便、靈活等特點(diǎn),較好地滿足了中小企業(yè)及個(gè)人融資需求,成為我國(guó)以銀行為主的主流融資市場(chǎng)的有益補(bǔ)充。然而,隨著典當(dāng)行業(yè)的快速發(fā)展,我國(guó)典當(dāng)行業(yè)企業(yè)管理落后的問題、人才競(jìng)爭(zhēng)激烈問題日益顯現(xiàn)。目前大部分企業(yè)仍沿用傳統(tǒng)的管理方式,缺乏科學(xué)的人力資源管理體系,尤其缺乏合理的薪酬制度,已經(jīng)嚴(yán)重阻礙了典當(dāng)企業(yè)的進(jìn)一步發(fā)展。 選取A公司做為研究分析的對(duì)象,是因?yàn)锳公司具有大部分典當(dāng)行的特征,也具有比較典型的問題,隨著典當(dāng)行業(yè)日漸發(fā)展,面臨來自行業(yè)內(nèi)部與外部的競(jìng)爭(zhēng),傳統(tǒng)的薪酬體系已經(jīng)不能調(diào)動(dòng)員工的積極性,已嚴(yán)重影響了典當(dāng)企業(yè)的進(jìn)一步的發(fā)展需求。本論文通過對(duì)國(guó)內(nèi)外薪酬體系具有指導(dǎo)意義的理論的廣泛研讀,結(jié)合典當(dāng)行業(yè)特點(diǎn),深入分析A公司現(xiàn)有薪酬體系存在的問題,對(duì)現(xiàn)有組織結(jié)構(gòu)優(yōu)化后提出一套薪酬方案,為有效激勵(lì)員工提供有針對(duì)性、合理性、科學(xué)性的指導(dǎo)。 本論文以A公司實(shí)際情況出發(fā),深入剖析企業(yè)現(xiàn)有薪酬體系存在的問題,利用人力資源管理中有關(guān)薪酬設(shè)計(jì)的實(shí)踐及理論,密切聯(lián)系A(chǔ)公司未來的發(fā)展戰(zhàn)略,設(shè)計(jì)一套新的薪酬體系。希望能在改善A公司薪酬管理現(xiàn)狀的同時(shí),為典當(dāng)企業(yè)的薪酬管理研究提供一個(gè)生動(dòng)的案例,為未來新設(shè)典當(dāng)企業(yè)及準(zhǔn)備進(jìn)行薪酬制度改革的典當(dāng)企業(yè)提供一些借鑒參考。 論文共分五章。第一章介紹論文研究背景、意義及相關(guān)文獻(xiàn)綜述；第二章介紹了典當(dāng)行業(yè)A公司薪酬體系現(xiàn)狀及問題分析；第三章介紹A公司薪酬體系優(yōu)化方案；第四章介紹A公司薪酬體系實(shí)施保障及效果評(píng)估；第五章為研究結(jié)論和展望。
[Abstract]:"pawning means that a person who pawns his movable property or property rights as a material charge or his real estate as a thing to be mortgaged to a pawnbroker, pays a certain proportion of the cost, obtains the gold, and pays interest on the gold within the agreed period and recompense the gold, The act of redeeming. "[1] Since the Ministry of Commerce and the Ministry of Public Security promulgated the "measures for the Management of pawn" in 2005, the development of the pawn industry has changed from disorder to norm, and has been on the fast track of rapid and healthy development. As a special enterprise legal person in the business of mortgage and mortgage pawn, pawnbroker is engaged in a kind of money lending activity guaranteed by goods. In recent years, pawnshop, with its small, short-term, simple, flexible and other characteristics, has better meet the financing needs of small and medium-sized enterprises and individuals, and has become a useful supplement to the mainstream financing market in China, which is dominated by banks. However, with the rapid development of pawnbroking industry, the problem of backward management in pawnshop industry in China, the fierce competition for talent has become increasingly apparent. At present, most enterprises still use the traditional management method, lack of scientific human resource management system, especially lack of reasonable compensation system, has seriously hindered the further development of pawn enterprises. Company A is chosen as the object of research and analysis because A company has the characteristics of most pawnshops and has more typical problems. With the development of pawnbroker industry, it faces competition from inside and outside the industry. The traditional salary system can not arouse the enthusiasm of employees, which has seriously affected the further development needs of pawn enterprises. Based on the extensive study of the theories that have guiding significance at home and abroad, combined with the characteristics of pawn industry, this paper deeply analyzes the problems existing in the present compensation system of Company A, and puts forward a set of compensation scheme after optimizing the existing organizational structure. To effectively motivate employees to provide targeted, reasonable, scientific guidance. Based on the actual situation of company A, this paper deeply analyzes the problems existing in the present compensation system of the company, and makes use of the practice and theory of compensation design in human resource management, and closely relates to the future development strategy of company A. Design a new salary system. It is hoped that while improving the present situation of salary management in Company A, it can provide a vivid case for the study of salary management of pawn enterprises, and provide some reference for the new pawn enterprises and pawn enterprises preparing for the reform of salary system in the future. The thesis is divided into five chapters. The first chapter introduces the research background, significance and related literature review; the second chapter introduces the pawn industry A company pay system status and problem analysis; the third chapter introduces A company compensation system optimization scheme; The fourth chapter introduces A company's salary system implementation security and effect evaluation, the fifth chapter is the research conclusion and prospect.
【學(xué)位授予單位】：北京郵電大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F832.38

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本文編號(hào)：1906273