【摘要】：社會(huì)經(jīng)濟(jì)高速發(fā)展,薪酬管理成為現(xiàn)代企業(yè)人力資源管理的核心內(nèi)容,以及現(xiàn)代企業(yè)管理的重要內(nèi)容。薪酬體系設(shè)計(jì)逐漸成為建立現(xiàn)代薪酬管理制度的重要組成部分和必要前提。有效科學(xué)的薪酬體系不僅能激發(fā)員工的工作主動(dòng)性和積極性,促進(jìn)員工努力實(shí)現(xiàn)企業(yè)的目標(biāo),提高企業(yè)的效益,為企業(yè)創(chuàng)造更大的價(jià)值。同時(shí),在人才競(jìng)爭(zhēng)日益激烈的社會(huì)環(huán)境下,也能吸引有能力、有才華的員工為企業(yè)效力,形成穩(wěn)定的企業(yè)人才儲(chǔ)備,從而有利于企業(yè)建立起一支高效的、有競(jìng)爭(zhēng)力的隊(duì)伍。所以,對(duì)于任何一個(gè)企業(yè)而言,如何設(shè)計(jì)和建立一個(gè)符合企業(yè)具體需求、設(shè)計(jì)科學(xué)合理的薪酬體系是至關(guān)重要的。這樣的薪酬體系對(duì)于行業(yè)競(jìng)爭(zhēng)激烈的影視娛樂業(yè)來說,也具有十分重大的現(xiàn)實(shí)意義。 本文在借鑒國(guó)內(nèi)外學(xué)者研究成果的基礎(chǔ)上,結(jié)合奧斯卡升龍國(guó)際影城(公司)的實(shí)際情況,運(yùn)用理論與實(shí)證相結(jié)合的方法,分析了奧斯卡升龍國(guó)際影城(公司)的薪酬分配體系現(xiàn)狀,對(duì)其現(xiàn)有的薪酬體系進(jìn)行了優(yōu)化設(shè)計(jì),提出了完善奧斯卡升龍國(guó)際影城(公司)薪酬體系的實(shí)施策略。本文共分為六個(gè)部分：第一章是文章的研究背景、意義以及主要研究?jī)?nèi)容,在該章提出了研究的具體方法和思路。第二章介紹了有關(guān)于薪酬體系的相關(guān)理論。第三章主要是對(duì)奧斯卡升龍國(guó)際影城(公司)的薪酬分配體系現(xiàn)狀進(jìn)行了分析。第四章根據(jù)奧斯卡升龍國(guó)際影城(公司)的具體情況和公司發(fā)展的戰(zhàn)略目標(biāo),對(duì)其薪酬分配體系進(jìn)行優(yōu)化設(shè)計(jì),以滿足公司的實(shí)際運(yùn)作需求。第五章探究了如何完善奧斯卡升龍國(guó)際影城(公司)員工薪酬體系,并提出了在實(shí)施過程中的配套措施。第六章是全文的小結(jié)部分,并指出了本文研究的特點(diǎn)和不足之處。 本文將奧斯卡升龍影城(公司)的員工按照類別和級(jí)別分為了不同的類型,根據(jù)目前公司存在的問題提出了可行的薪酬設(shè)計(jì)優(yōu)化方案,這是本文的一個(gè)研究特色。但是,由于寫作時(shí)間上的限制,本文在某些方面研究仍然存在一些不足。
[Abstract]:With the rapid development of social economy, salary management has become the core content of modern enterprise human resource management, as well as the important content of modern enterprise management. The design of salary system has gradually become an important part and necessary premise of establishing modern salary management system. An effective and scientific salary system can not only stimulate the work initiative and enthusiasm of the staff, but also promote the employees to achieve the goal of the enterprise, improve the efficiency of the enterprise, and create greater value for the enterprise. At the same time, under the increasingly fierce social environment of talent competition, it can also attract capable and talented employees to work for the enterprise, and form a stable enterprise talent reserve, which is conducive to the establishment of an efficient and competitive team. Therefore, for any enterprise, how to design and establish a scientific and reasonable compensation system is very important. This kind of salary system also has the very important realistic significance to the industry intense competition movie and television entertainment industry. Based on the research results of scholars at home and abroad and the actual situation of Oscar Shenglong International Studios (Company), this paper applies the method of combining theory and practice. This paper analyzes the present situation of the compensation distribution system of Oscar Shenglong International Studios (Company), optimizes its current salary system, and puts forward the implementation strategy of perfecting the Oscar Shenglong International Film City (Company) compensation system. This paper is divided into six parts: the first chapter is the research background, significance and main research content. In this chapter, the specific research methods and ideas are put forward. The second chapter introduces the relevant theories about salary system. The third chapter mainly analyzes the current situation of Oscar Shenglong International Film City (Company) salary distribution system. In the fourth chapter, according to the specific situation of Oscar Shenglong International Film City and the strategic goal of the company's development, the author optimizes the design of its salary distribution system to meet the actual operational needs of the company. The fifth chapter explores how to perfect the compensation system of Oscar Shenglong International Studios (Company) and puts forward the supporting measures in the process of implementation. The sixth chapter is the summary of the paper, and points out the characteristics and shortcomings of this paper. In this paper, the employees of Oscars are divided into different types according to their categories and levels, and a feasible compensation design optimization scheme is put forward according to the existing problems in the company, which is a research feature of this paper. However, due to writing time constraints, there are still some deficiencies in some aspects of this study.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：J991;F272.92

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