本文選題：天水郵政　切入點(diǎn)：薪酬體系　出處：《蘭州大學(xué)》2017年碩士論文

【摘要】：隨著知識(shí)經(jīng)濟(jì)時(shí)代和全球一體化的發(fā)展,現(xiàn)代社會(huì)中企業(yè)之間的競(jìng)爭(zhēng)日益激勵(lì),從收入、利潤(rùn)、規(guī)模的競(jìng)爭(zhēng)到技術(shù)、創(chuàng)新力的競(jìng)爭(zhēng),逐步演變?yōu)槿瞬诺母?jìng)爭(zhēng)。企業(yè)想在競(jìng)爭(zhēng)中百戰(zhàn)不殆,就必須在本質(zhì)上認(rèn)識(shí)到:人力資源已成為現(xiàn)代企業(yè)競(jìng)爭(zhēng)中的一種戰(zhàn)略性資源,已經(jīng)成為企業(yè)發(fā)展最為關(guān)鍵的因素之一,而一套完善合理的薪酬體系是人力資源管理的核心問(wèn)題。本文以中國(guó)郵政集團(tuán)公司天水分公司為研究對(duì)象,分析現(xiàn)有薪酬體系存在的分配不公、薪酬與業(yè)績(jī)不匹配、福利單一、薪酬晉升途徑單一、考核機(jī)制不合理、薪酬計(jì)算方式過(guò)于繁瑣等弊端,導(dǎo)致員工工作積極性不高,執(zhí)行力不強(qiáng),影響企業(yè)發(fā)展戰(zhàn)略的實(shí)施的問(wèn)題,按照薪酬體系優(yōu)化原則,進(jìn)行薪酬體系優(yōu)化再造,優(yōu)化影響天水郵政薪酬體系的關(guān)鍵性問(wèn)題,合理進(jìn)行企業(yè)內(nèi)部人員薪酬調(diào)整及再設(shè)計(jì),提高天水郵政薪酬體系激勵(lì)水平,促進(jìn)人力資源管理水平的提升,吸引優(yōu)秀人才,促進(jìn)天水郵政轉(zhuǎn)型發(fā)展的戰(zhàn)略目標(biāo)。
[Abstract]:With the development of knowledge economy and global integration, the competition among enterprises in modern society is increasingly encouraged, from the competition of income, profit and scale to the competition of technology and innovation. If an enterprise wants to win a hundred battles in the competition, it must realize in essence that human resources have become a kind of strategic resource in the competition of modern enterprises, and have become one of the most critical factors in the development of enterprises. A set of perfect and reasonable compensation system is the core problem of human resource management. This paper takes Tianshui Branch of China Post Group Company as the research object, analyzes the unfair distribution of the existing compensation system, the mismatch between salary and performance, and the single welfare. The disadvantages such as single way of salary promotion, unreasonable assessment mechanism, too complicated calculation method of salary, etc., lead to the problem that the staff's enthusiasm for work is not high and the execution ability is not strong, which affects the implementation of the enterprise's development strategy, according to the principle of salary system optimization, and so on. In order to improve the incentive level of Tianshui Post compensation system, we should optimize the key problems that affect Tianshui Post's salary system, rationally adjust and redesign the internal staff's compensation, and improve the incentive level of Tianshui Post's salary system. To promote the level of human resources management, attract talented people, promote the transformation and development of Tianshui Post strategic objectives.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F616

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