本文關(guān)鍵詞：湖南金房集團(tuán)薪酬管理體系改進(jìn)研究　出處：《湖南大學(xué)》2013年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 金房集團(tuán) 薪酬管理改進(jìn) 薪酬結(jié)構(gòu) 寬帶薪酬

【摘要】：薪酬管理是現(xiàn)代市場(chǎng)經(jīng)濟(jì)中企業(yè)人力資源管理的重要一環(huán)，也是人力資源管理中最為敏感的部分，科學(xué)的薪酬制度對(duì)提升企業(yè)競(jìng)爭(zhēng)力有著不可忽視的作用。我國(guó)人力資源管理發(fā)展時(shí)間較短，相對(duì)滯后于歐美國(guó)家，再加之房地產(chǎn)市場(chǎng)和人才競(jìng)爭(zhēng)日趨激烈，，不完善的薪酬管理體系已成為我國(guó)房地產(chǎn)企業(yè)發(fā)展的桎梏。所以，建立和完善具有激勵(lì)性和可操作性的薪酬體系對(duì)提高企業(yè)競(jìng)爭(zhēng)力至關(guān)重要。 湖南金房集團(tuán)組建于2007年，是一家以房地產(chǎn)開(kāi)發(fā)為主，并涉足酒店、建筑、物業(yè)、娛樂(lè)園林綠化等多領(lǐng)域的大型企業(yè)集團(tuán)。集團(tuán)以雄厚的資金實(shí)力、高素質(zhì)的專(zhuān)業(yè)人才和優(yōu)質(zhì)高效的服務(wù)在市場(chǎng)中迅速成長(zhǎng)。但在快速發(fā)展同時(shí)集團(tuán)面臨著對(duì)外人員吸引力不夠，內(nèi)部員工工作積極性缺乏，薪酬管理體系運(yùn)作失靈現(xiàn)狀。金房集團(tuán)要想在激烈的市場(chǎng)競(jìng)爭(zhēng)中占據(jù)優(yōu)勢(shì)，改進(jìn)和優(yōu)化薪酬管理體系迫在眉睫。在理論和實(shí)踐的指導(dǎo)下，本文以湖南金房集團(tuán)為研究對(duì)象，重點(diǎn)分析其薪酬管理體系并提出改進(jìn)方案。文章在介紹與回顧國(guó)內(nèi)外薪酬模式研究動(dòng)態(tài)及相關(guān)薪酬管理理論的基礎(chǔ)上，對(duì)湖南金房集團(tuán)的薪酬管理現(xiàn)狀進(jìn)行了系統(tǒng)分析，并總結(jié)出其薪酬體系存在的問(wèn)題。結(jié)合現(xiàn)有研究，根據(jù)薪酬改進(jìn)的目標(biāo)、原則和思路，從工作分析、崗位評(píng)價(jià)和薪酬調(diào)查入手，并以集團(tuán)發(fā)展戰(zhàn)略為依據(jù)，準(zhǔn)確定位金房集團(tuán)薪酬體系設(shè)計(jì)的策略，選擇恰當(dāng)?shù)男匠昴Ｊ�；�?yán)格按照薪酬模式設(shè)計(jì)流程，分別針對(duì)高級(jí)管理人員、支撐部門(mén)人員及業(yè)務(wù)部門(mén)人員的特點(diǎn)，各自進(jìn)行了薪酬管理體系的優(yōu)化和設(shè)計(jì)；最后就再設(shè)計(jì)后的薪酬模式能得以實(shí)施提出了相應(yīng)保障措施，并對(duì)改進(jìn)方案的預(yù)期效果進(jìn)行了預(yù)測(cè)。本文的研究成果即可豐富新形勢(shì)環(huán)境下薪酬管理理論，也能為金房集團(tuán)及其我國(guó)其他房地產(chǎn)企業(yè)構(gòu)建科學(xué)合理的薪酬管理體系提供借鑒。
[Abstract]:Salary management is an important part of human resource management in modern market economy, and it is also the most sensitive part of human resource management. The scientific compensation system plays an important role in enhancing the competitiveness of enterprises. The development of human resources management in China is relatively short, which lags behind the European and American countries, in addition, the real estate market and talent competition is becoming increasingly fierce. The imperfect salary management system has become the shackles of the development of the real estate enterprises in China. Therefore, it is very important to establish and perfect the incentive and operable compensation system to improve the competitiveness of the enterprises. Hunan Golden Room Group was founded in 2007, is a real estate development, and involved in hotel, construction, property, entertainment landscape and other areas of large enterprise groups. High-quality professional personnel and high-quality and efficient service in the market has grown rapidly. But in the rapid development of the group at the same time faced with the attraction of foreign personnel is not enough, the lack of enthusiasm of the internal staff. In order to take advantage of the fierce market competition, it is urgent to improve and optimize the salary management system under the guidance of theory and practice. This article takes Hunan Jinfang Group as the research object, analyzes its salary management system and puts forward the improvement plan. The article introduces and reviews the research trends of compensation model and the related salary management theory. This paper makes a systematic analysis on the present situation of compensation management of Hunan Jinfang Group and summarizes the problems existing in its compensation system. Combined with the existing research, according to the goal, principle and train of thought of salary improvement, it analyzes from the work. Starting with the post evaluation and salary survey, and based on the development strategy of the Group, the paper accurately locates the strategy of the design of the compensation system of the Golden Room Group, and selects the appropriate compensation model; Strictly according to the salary pattern design process, respectively aimed at the senior management personnel, the support department personnel and the business department personnel's characteristic, has carried on the salary management system optimization and the design separately; At last, the author puts forward the corresponding safeguard measures and predicts the expected effect of the improved scheme. The research results of this paper can enrich the salary management theory in the new situation. It can also provide reference for Jinfang Group and other real estate enterprises to set up scientific and reasonable salary management system.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F299.233.4

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