【摘要】：本文通過對薪酬及薪酬體系相關(guān)理論的研究,認(rèn)為并不存在普遍適用的最佳薪酬體系。為此,本文特別針對小微企業(yè)的薪酬策略、青年員工和女性員工的薪酬偏好,以及美容服務(wù)業(yè)的行業(yè)特點進行了研究,認(rèn)為一個合理的薪酬體系應(yīng)當(dāng)充分考慮企業(yè)的發(fā)展階段、發(fā)展戰(zhàn)略、行業(yè)特點、員工特性等重要因素的影響,進行綜合設(shè)計。美容服務(wù)業(yè)作為一個高度依賴人力資源的行業(yè),其薪酬不能僅僅作為財務(wù)成本對待,必須作為一類戰(zhàn)略性投資。本文的重點,是將理論和NJ養(yǎng)生堂的發(fā)展階段和組織特點相匹配,對NJ養(yǎng)生堂的薪酬體系進行了優(yōu)化,一是從戰(zhàn)略高度明確了薪酬策略,提出公平、激勵性、競爭性、戰(zhàn)略性、匹配性和經(jīng)濟性的薪酬體系設(shè)計原則；二是建立了薪酬風(fēng)險管理的理念,在薪酬體系的各個環(huán)節(jié)注重風(fēng)險控制；三是確立了以績效為主要依據(jù)的薪酬模式,圍繞企業(yè)戰(zhàn)略完善了崗位設(shè)計和績效考核體系,增強了操作性；四是簡化了薪酬結(jié)構(gòu),降低固定薪酬的風(fēng)險,增強薪酬彈性,強化了薪酬的預(yù)算管理,為福利制度的實施建立了財務(wù)保障；五是制定了核心崗位領(lǐng)先于市場的薪酬水平,并針對核心崗位完善了長期激勵機制。本文還對薪酬優(yōu)化的保障措施進行了討論,并對實施效果及風(fēng)險進行了預(yù)測。
[Abstract]:Based on the study of the theory of compensation and compensation system, it is concluded that there is no universally applicable optimal compensation system. Therefore, this paper studies the compensation strategy of small and micro enterprises, the compensation preference of young employees and female employees, and the characteristics of beauty service industry, and holds that a reasonable salary system should fully consider the development stage of enterprises. Development strategy, industry characteristics, employee characteristics and other important factors, comprehensive design. Beauty service industry as a highly dependent on human resources industry, its compensation can not only be treated as financial costs, must be a kind of strategic investment. The focus of this paper is to match the theory with the development stage and organizational characteristics of NJ health care hall, and optimize the compensation system of NJ health care hall. First, it clarifies the salary strategy from a strategic perspective, and proposes fair, encouraging, competitive and strategic. The design principles of matching and economic compensation system; second, the concept of salary risk management, pay attention to risk control in all aspects of the compensation system; third, the establishment of performance-based compensation model, According to the enterprise strategy, the post design and performance appraisal system are improved, and the maneuverability is enhanced. Fourthly, the salary structure is simplified, the risk of fixed compensation is reduced, the compensation flexibility is enhanced, and the budget management of salary is strengthened. Financial guarantee has been established for the implementation of welfare system. Fifth, the salary level of core posts leading the market has been established, and the long-term incentive mechanism for core posts has been improved. This paper also discusses the safeguard measures of salary optimization, and forecasts the effect and risk.
【學(xué)位授予單位】：廈門大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F719

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