本文關(guān)鍵詞：AB公司薪酬體系優(yōu)化設(shè)計(jì)研究　出處：《大連海事大學(xué)》2015年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 人力資源 薪酬 體系優(yōu)化

【摘要】：我國(guó)的民營(yíng)企業(yè)在近幾年里飛速發(fā)展,民營(yíng)企業(yè)在國(guó)家經(jīng)濟(jì)中的地位越來(lái)越重要,對(duì)我國(guó)經(jīng)濟(jì)增長(zhǎng),社會(huì)就業(yè)和經(jīng)濟(jì)體制改革等許多方面做出了突出的貢獻(xiàn)。但是,隨著科技經(jīng)濟(jì)、知識(shí)經(jīng)濟(jì)時(shí)代的來(lái)臨,民營(yíng)企業(yè)的發(fā)展也備受挑戰(zhàn),這就要求了我國(guó)的民營(yíng)企業(yè)要對(duì)目前世界經(jīng)濟(jì)環(huán)境的不斷變化具備相應(yīng)的創(chuàng)新能力和應(yīng)變能力。人才讓知識(shí)產(chǎn)生、讓知識(shí)傳播、讓知識(shí)應(yīng)用,人才在企業(yè)的發(fā)展中起到了載體的作用,因此企業(yè)保持其競(jìng)爭(zhēng)優(yōu)勢(shì)就需要人力資源達(dá)到前所未有的高度,人力資源也將成為企業(yè)實(shí)現(xiàn)其戰(zhàn)略的關(guān)鍵。在人力資源諸多影響因素中,薪酬是讓民營(yíng)企業(yè)吸引人才、留住人才,激勵(lì)人才的重要因素。所以建立起一套有激勵(lì)性的、完善的、具有競(jìng)爭(zhēng)力的科學(xué)的薪酬體系,是我國(guó)民營(yíng)企業(yè)當(dāng)前亟待解決的重要問(wèn)題。目前,還有很多的問(wèn)題存在于我國(guó)民營(yíng)企業(yè)的薪酬體系當(dāng)中。盡管民營(yíng)企業(yè)已經(jīng)初步建立了按勞分配的薪酬體制,但這種體制還需要不斷的完善。我國(guó)的大部分民營(yíng)企業(yè)仍然缺乏激勵(lì)機(jī)制和科學(xué)有效的薪酬管理體系。AB公司,是一家專(zhuān)業(yè)路燈、桿塔生產(chǎn)廠家,也是一家頗具規(guī)模和實(shí)力的民營(yíng)企業(yè)。近年來(lái),隨著公司業(yè)務(wù)的發(fā)展,人力資源管理工作的重要程度進(jìn)一步提升,而最近發(fā)生的一系列事件讓公司的管理層,尤其是人力資源總監(jiān)異常頭痛,在公司的匯報(bào)會(huì)議上,人力資源總監(jiān)總結(jié)了這些問(wèn)題,認(rèn)為一個(gè)最主要的源頭是薪酬體系問(wèn)題。本文作為案例研究,對(duì)AB(桿塔)制造有限公司的薪酬體系進(jìn)行了深入的調(diào)研和分析,對(duì)相關(guān)的管理問(wèn)題進(jìn)行了梳理,并為其提供了解決問(wèn)題的建議；本文的研究對(duì)正處于困惑期的公司管理層有著一定的參考價(jià)值,這也是本文研究的現(xiàn)實(shí)意義所在。中國(guó)民營(yíng)制造企業(yè)的人力資源管理問(wèn)題是一個(gè)長(zhǎng)期困擾學(xué)者和企業(yè)家們的難題,本文的研究通過(guò)案例的形式,深入剖析了作為研究對(duì)象的案例公司,對(duì)于主流的薪酬理論在我國(guó)民營(yíng)制造類(lèi)企業(yè)的應(yīng)用問(wèn)題進(jìn)行了探索,作為一個(gè)一般性問(wèn)題中的特例,本案例的研究具有一定理論價(jià)值。論文的形式是案例研究。論文總共分為四個(gè)部分：第一部分描述論文寫(xiě)作的背景；第二部分系統(tǒng)闡述了一系列薪酬理論；第三部分介紹AB公司的基本情況并提出了該公司在薪酬體系上的問(wèn)題,同時(shí)對(duì)其薪酬問(wèn)題的原因進(jìn)行了分析。第四部分是針對(duì)AB公司的薪酬體系優(yōu)化問(wèn)題提出了一些對(duì)策和建議。
[Abstract]:China's private enterprises in the rapid development in recent years, the private enterprise is more and more important role in the national economy, the economic growth of our country, have made outstanding contributions to many aspects of social employment and economic system reform. However, with the development of science and technology economy, the era of knowledge economy, the development of private enterprises has been the challenge, which requires China's private enterprises to the changing world economic environment have the innovation ability and the strain capacity. Talent let knowledge production, dissemination of knowledge, knowledge application, vector talent has played a role in the development of enterprises, so the enterprise to maintain the competitive advantage of human needs the resources to achieve the hitherto unknown height, human resources will become the key to realize the strategy of the enterprise. In many influence factors of human resource, the salary is to allow private enterprises to attract talent, retain talent, shock An important factor in excitation talents. So establish a set of incentive compensation system, perfect, scientific and competitive, China's private enterprises is an important issue to be solved. At present, there are many problems exist in China's private enterprises pay system. Although private enterprises have established distribution according to the salary system, but the system still needs to be improved. Most of China's private enterprises still lack the incentive mechanism and the scientific and effective salary management system of.AB company, is a professional manufacturer of lamps, the tower, but also a considerable size and strength of private enterprises. In recent years, with the development of the company's business the importance of human resources management to further enhance, a series of events and recent events so that the company's management, especially the human resources director abnormal headache, in the company's Report The meeting, director of human resources, summarizes these problems, that one of the main source is the problem of compensation system. In this paper, as a case study, the AB (tower) manufacturing limited company salary system and conducted in-depth research and analysis, the questions related to the management of carding, and provides suggestions to solve the problem for it; this study has a certain reference value for the management of the company is in a confused period, this is realistic meaning of this research. The problems of human resource management China private manufacturing enterprises is a long-standing problem of scholars and entrepreneurs, this paper through in-depth analysis of the case form, as the research object of the case company, for the mainstream compensation theory are explored in the application problem of China's private manufacturing enterprises, as a special case of a general problem in the study of this case Has a certain theoretical value. This paper is in the form of case study. The thesis is divided into four parts: the first part describes the background of the thesis; the second part elaborates a series of compensation theory; the third part introduces the basic situation of AB company and put forward the company compensation system in the problem, and the reason of the problems of compensation were analyzed. The fourth part is for the AB company compensation system optimization problems and put forward some countermeasures and suggestions.

【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】：2015
【分類(lèi)號(hào)】：F272.92;F426.6

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