本文選題：飛行員 + 薪酬　； 參考：《大連海事大學(xué)》2012年碩士論文

【摘要】：伴隨著近年來(lái)中國(guó)經(jīng)濟(jì)的快速發(fā)展,航空業(yè)也面臨著許多新的機(jī)遇和挑戰(zhàn)。市場(chǎng)的競(jìng)爭(zhēng)環(huán)境越來(lái)越激烈。其中飛行員作為航空公司的核心資源和力量,其工作環(huán)境和薪酬待遇也得到了越來(lái)越高的重視。近些年源于薪酬待遇引發(fā)的一系列罷飛,返航等責(zé)任事故,在給航空公司造成巨大經(jīng)濟(jì)損失和負(fù)面影響之外,直接影響了飛行安全及乘客的人身安全。總之,完善飛行員的人力資源管理方案;改進(jìn)飛行員的薪酬制度,使其發(fā)揮更完善的激勵(lì)效果,才是解決航空公司與飛行員之間矛盾,保證安全飛行的合理措施。 本文以南航某分公司飛行部為研究對(duì)象,以經(jīng)濟(jì)學(xué)、管理學(xué)、組織行為學(xué)等學(xué)科知識(shí)為依托,主要運(yùn)用人力資源管理、績(jī)效考核、激勵(lì)理論、薪酬管理等理論,以該企業(yè)薪酬體系的實(shí)際情況與存在的問題作為背景進(jìn)行研究。從影響薪酬的外部環(huán)境到內(nèi)部因素,從公司的整體架構(gòu)到飛行人員的內(nèi)心變化等進(jìn)行分析整理得出現(xiàn)有薪酬結(jié)構(gòu)的不穩(wěn)定性和低激勵(lì)性。并結(jié)合人力資源管理的相關(guān)理論知識(shí),提出相應(yīng)的建議和解決方案,從而設(shè)計(jì)出合理化,人性化的飛行部工作人員的薪酬體系,并對(duì)飛行員未來(lái)的培養(yǎng)和流動(dòng)機(jī)制及人力資源等管理方案做出展望。 本文共分為六章。第一章提出問題,說(shuō)明選題的意義,主要研究的內(nèi)容及方法、思路。第二章以薪酬及激勵(lì)性薪酬理論為基礎(chǔ),結(jié)合飛行員實(shí)際的薪酬制度,說(shuō)明飛行員薪酬的構(gòu)成;同時(shí)根據(jù)工作負(fù)荷的原理,闡明飛行員的工作負(fù)荷與飛行小時(shí)數(shù)的密切關(guān)系;并運(yùn)用相關(guān)激勵(lì)理論闡明飛行員薪酬的激勵(lì)制度其積極的意義。第三章論述影響某分公司飛行員激勵(lì)性薪酬的現(xiàn)狀及其影響因素。第四章是實(shí)證研究及數(shù)據(jù)分析部分。根據(jù)薪酬的激勵(lì)因素對(duì)南航某分公司飛行員進(jìn)行了設(shè)計(jì)問卷,并根據(jù)指標(biāo)的相關(guān)問題進(jìn)行進(jìn)行統(tǒng)計(jì)分析。得出現(xiàn)有薪酬制度的低滿意度及低激勵(lì)性。第五章結(jié)合現(xiàn)有公司飛行員薪酬制度在提高滿意度及激勵(lì)性方面加以改善創(chuàng)新,得出符合現(xiàn)階段航空公司飛行員合理人性化的薪酬制度。并將人力資源管理方案進(jìn)行完善。第六章為結(jié)論部分。對(duì)全文所作的工作進(jìn)行了總結(jié)并對(duì)所分析研究得出的公司飛行員薪酬制度的現(xiàn)實(shí)應(yīng)用做出了展望。
[Abstract]:With the rapid development of Chinese economy in recent years, aviation industry is facing many new opportunities and challenges. The competitive environment in the market is becoming more and more intense. Pilots, as the core resources and strength of airlines, pay more and more attention to their working environment and salary. In recent years, a series of accidents such as strike and return caused by salary and salary have caused huge economic losses and negative effects to airlines, which directly affect flight safety and personal safety of passengers. In a word, it is a reasonable measure to solve the contradiction between the airline company and the pilot and to ensure the safe flight by improving the pilot's human resource management scheme and improving the pilot's salary system so as to give play to the more perfect incentive effect. Based on the knowledge of economics, management, organizational behavior and other disciplines, this paper mainly applies the theories of human resource management, performance appraisal, incentive theory, salary management, and so on, taking the flight department of a branch of China Southern Airlines as the research object, and relying on the knowledge of economics, management, organizational behavior, and so on. Based on the actual situation of the enterprise compensation system and existing problems as the background. From the external environment to the internal factors, from the overall structure of the company to the internal changes of the pilots, the instability and low incentive of the existing salary structure are obtained. Combining with the related theory knowledge of human resource management, the paper puts forward the corresponding suggestions and solutions, so as to design a reasonable and humanized salary system for flight staff. The future training and mobility mechanism of pilots and human resources management programs are prospected. This paper is divided into six chapters. The first chapter puts forward the question, explains the significance, the main research content and the method, the train of thought. The second chapter is based on the theory of compensation and incentive compensation, combined with the actual compensation system of pilots to explain the composition of pilots' compensation, at the same time, according to the principle of workload, it clarifies the close relationship between pilots' workload and the number of flying hours. And use the relevant incentive theory to clarify the positive significance of pilot compensation incentive system. The third chapter discusses the status quo and influencing factors of pilot incentive compensation in a branch company. The fourth chapter is empirical research and data analysis. According to the incentive factors of salary, the pilot of a branch of China Southern Airlines was designed a questionnaire, and the statistical analysis was carried out according to the related problems of indicators. Get the low degree of satisfaction and low incentive of the existing salary system. The fifth chapter combines with the existing airline pilot compensation system to improve the satisfaction and incentive to improve innovation, and get a reasonable humanized compensation system in line with the current airline pilots. And the human resources management program to improve. Chapter six is the conclusion. This paper summarizes the work done in this paper and looks forward to the practical application of the airline pilot compensation system.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F562.6;F272.92

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本文編號(hào)：1969017