本文選題：薪酬體系 + 藍馨物業(yè)��； 參考：《蘭州理工大學》2014年碩士論文

【摘要】：隨著物業(yè)管理規(guī)模不斷擴大,物業(yè)管理企業(yè)以及其從業(yè)員工人數(shù)不斷增長,物業(yè)管理已經(jīng)成為人們工作和生活中不可或缺的組成部分。 本文以一家公有制企業(yè)的物業(yè)管理公司為例,運用薪酬體系設計相關理論,結(jié)合物業(yè)行業(yè)以及物業(yè)企業(yè)管理的特點,探討現(xiàn)存薪酬體系存在的問題和弊端,提出如何對現(xiàn)有薪酬體系進行科學合理的優(yōu)化設計,有效發(fā)揮薪酬對員工的激勵和約束作用,進而為物業(yè)企業(yè)服務管理水平的提高、服務效能的提升做出積極貢獻。本文結(jié)合行業(yè)背景和企業(yè)背景對藍馨物業(yè)管理公司的薪酬現(xiàn)狀進行了深入的研究,在薪酬相關理論的指導下,通過薪酬滿意度調(diào)查發(fā)現(xiàn)現(xiàn)行薪酬體系存在的問題主要有兩個：一是薪酬的內(nèi)部公平性不足；二是薪酬結(jié)構(gòu)不合理,薪酬制度缺乏約束性和激勵性,結(jié)合企業(yè)背景深刻剖析了存在問題的原因,運用相關薪酬理論基礎,提出了對薪酬體系進行優(yōu)化設計的思路和程序,分別對公司經(jīng)理級管理人員、中層管理人員、專業(yè)技術人員和操作服務人員薪酬體系進行了優(yōu)化設計,并提出了實施薪酬改進方案的保障措施。 本文的主要內(nèi)容分為以下5個部分,第一部分是緒論,主要闡述本文的研究背景與意義,研究的對象與方法,研究的思路與框架；第二部分是相關理論基礎,主要列舉了研究涉及到的薪酬相關理論；第三部分對藍馨物業(yè)管理公司的薪酬體系現(xiàn)狀進行了分析,并且通過薪酬滿意度調(diào)查的方式了解薪酬體系存在的主要問題,對存在問題的原因進行深入分析；第四部分運用相關理論基礎,結(jié)合存在的問題對藍馨物業(yè)管理公司的薪酬體系進行優(yōu)化設計；第五部分提出了實施薪酬優(yōu)化設計的保障措施。 本文的最終目的是建立一套科學的適應企業(yè)發(fā)展的薪酬體系,發(fā)揮薪酬的約束和激勵作用,充分調(diào)動員工的積極性和創(chuàng)造性,最終達到提高員工績效的目的。
[Abstract]:With the continuous expansion of property management scale, property management enterprises and their employees continue to grow, property management has become an indispensable part of people's work and life. This paper takes a property management company in a public enterprise as an example, applies the theory of compensation system design, combines the characteristics of property industry and property enterprise management, discusses the problems and drawbacks of the existing compensation system. This paper puts forward how to optimize and design the existing salary system scientifically and reasonably so as to give full play to the incentive and restraint function of compensation to the employees and thus make positive contributions to the improvement of service management level and the promotion of service efficiency of property enterprises. Based on the background of industry and enterprise, this paper makes a deep research on the compensation status of Lanxin property Management Company, and under the guidance of the compensation theory, Through the survey of salary satisfaction, it is found that there are two main problems in the current salary system: first, the internal fairness of salary is insufficient; second, the salary structure is unreasonable, and the compensation system lacks of binding and incentive. Combined with the background of the enterprise, this paper analyzes the causes of the problems, and puts forward the ideas and procedures for the optimization design of the compensation system by using the relevant compensation theory, respectively to the managers and middle managers of the company. The salary system of professional technical personnel and operation service personnel is optimized and the guarantee measures of implementing salary improvement scheme are put forward. The main content of this paper is divided into the following five parts, the first part is the introduction, mainly expounds the research background and significance, the research object and the method, the research thought and the frame, the second part is the related theory foundation, The third part analyzes the current situation of the compensation system of Lanxin property Management Company, and through the way of salary satisfaction survey to understand the main problems of the compensation system, The reasons for the problems are analyzed in depth; the fourth part uses the relevant theoretical basis, combined with the existing problems of the Lanxin property management company's salary system optimization design; the fifth part of the implementation of compensation optimization design measures. The ultimate purpose of this paper is to establish a set of scientific compensation system to adapt to the development of enterprises, to play the role of restraint and incentive of compensation, to fully mobilize the enthusiasm and creativity of employees, and finally to achieve the goal of improving employee performance.
【學位授予單位】：蘭州理工大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F299.233.47;F272.92

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