本文選題：薪酬結(jié)構(gòu) + 設(shè)計(jì)方案��； 參考：《天津財(cái)經(jīng)大學(xué)》2014年碩士論文

【摘要】：當(dāng)今企業(yè)的經(jīng)營管理、市場競爭不僅依靠高科技,最主要的是人才的競爭,激勵(lì)作薪酬方案制定的主要手段,也是十分重要的一部分。建立合理有效的薪酬結(jié)構(gòu)方案,不但能夠更好的激發(fā)員工的工作熱情,提高工作效率,激發(fā)員工的企業(yè)使命感,而且能夠更好的吸引,留住企業(yè)戰(zhàn)略發(fā)展的人才,讓企業(yè)在激烈的競爭市場上,建立優(yōu)質(zhì)高效的人才團(tuán)隊(duì),為企業(yè)創(chuàng)造價(jià)值。本文以塔嵩公司作為研究對象,針對塔嵩公司目前存在的薪酬結(jié)構(gòu)問題,提出薪酬結(jié)構(gòu)的設(shè)計(jì)方案,對天津塔嵩公司的高級(jí)管理人員,中層管理人員,技術(shù)研發(fā)人員以及服務(wù)支持型員工的薪酬方案進(jìn)行重新設(shè)計(jì),以期解決塔嵩公司現(xiàn)存的薪酬結(jié)構(gòu)問題,最終提高企業(yè)的薪酬管理水平。新方案利用因素分析法對公司的所有技術(shù)管理崗位進(jìn)行崗位價(jià)值量化,減少薪酬被人為估算的可能,保證方案的公平性并制定出新的薪酬方案并在企業(yè)中進(jìn)行方案實(shí)施。建立薪酬小組,由總經(jīng)理直接領(lǐng)導(dǎo),總經(jīng)理接收由薪酬小組提供的薪酬更新記錄,并做到隨時(shí)管控。以達(dá)到薪酬方案更為有效的實(shí)施。此方案將會(huì)解決塔嵩公司的薪酬結(jié)構(gòu)問題,使塔嵩公司的薪酬水平能夠很好的與市場水平接軌,更好的提供給研發(fā)設(shè)計(jì)等技能型人才更好的職業(yè)晉升計(jì)劃,并且量化考核指標(biāo),也能夠緩解老員工與新員工的矛盾。同時(shí)提出評估系統(tǒng),保持方案的透明化,讓員工對企業(yè)建立更好的信任。
[Abstract]:Nowadays, the market competition of enterprises depends not only on high technology, but also on the competition of talents. It is also a very important part to encourage them to make salary plans. To establish a reasonable and effective salary structure can not only stimulate the enthusiasm of the employees, improve the work efficiency, stimulate the sense of mission of the employees, but also attract and retain the talents of the strategic development of the enterprise. Let the enterprise in the fierce competition market, the establishment of high-quality and efficient talent team, for the enterprise to create value. In this paper, Tasong Company is taken as the research object, aiming at the current salary structure problems of Tasong Company, the design scheme of compensation structure is put forward, and the senior management and middle management personnel of Tasong Company in Tianjin are discussed. The compensation scheme of technical R & D staff and service support staff is redesigned in order to solve the existing salary structure problem of Tasong Company and finally improve the salary management level of the enterprise. The new scheme makes use of factor analysis method to quantify the position value of all technical management positions in the company, reduces the possibility of artificial estimation of compensation, ensures the fairness of the scheme, and formulates a new compensation plan and carries out the plan in the enterprise. Set up a compensation team, under the direct leadership of the General Manager, the General Manager receives the compensation update records provided by the compensation team, and is in control at any time. In order to achieve more effective implementation of the pay plan. This scheme will solve the problem of the salary structure of Tasong Company, make the salary level of Tasong Company be in line with the market level, provide better career promotion plan for skilled talents such as R & D and design, and quantify the evaluation index. Also can alleviate the contradiction between the old staff and the new employee. At the same time, the evaluation system is put forward to maintain the transparency of the scheme, so that employees can build a better trust in the enterprise.
【學(xué)位授予單位】：天津財(cái)經(jīng)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;F425

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1 高娜;天津塔嵩公司薪酬結(jié)構(gòu)方案設(shè)計(jì)[D];天津財(cái)經(jīng)大學(xué);2014年

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本文編號(hào)：1939580