【摘要】： 企業(yè)的競(jìng)爭(zhēng)關(guān)鍵是人才的競(jìng)爭(zhēng),人才資源是企業(yè)生存與發(fā)展的戰(zhàn)略性資源。如何激發(fā)組織中人才資源的自主性和創(chuàng)造性,科學(xué)地完善組織的薪酬分配制度,是組織得以成功的重要保障。因此,組織的薪酬分配制度是人力資源管理的核心問題。 科學(xué)地設(shè)計(jì)出一套有效的,適合企業(yè)特性的薪酬管理體系,對(duì)本文案例中的A煙草企業(yè)來說,是具有挑戰(zhàn)性的課題。因此,本文從當(dāng)前大部分國有企業(yè)薪酬分配現(xiàn)狀為出發(fā)點(diǎn),結(jié)合企業(yè)現(xiàn)代薪酬管理相關(guān)理論和方法,對(duì)A煙草公司的薪酬具體情況進(jìn)行分析,來全面探討該企業(yè)淡化用工身份的薪酬管理體系的方法。通過對(duì)A煙草公司淡化用工身份的薪酬管理體系的闡述和分析,提煉出當(dāng)今經(jīng)濟(jì)環(huán)境下中國煙草行業(yè)薪酬管理體系模式,形成對(duì)煙草行業(yè)具有指導(dǎo)意義的薪酬管理思想,努力使其具有一定的借鑒作用。 筆者分析的問題是:如何設(shè)計(jì)好煙草企業(yè)淡化用工身份的薪酬分配體系。主要分五部分展開研究: 第一部分,通過當(dāng)前我國大部分國有企業(yè)薪酬分配體系現(xiàn)狀的分析,結(jié)合2008年國家新的《勞動(dòng)法》的頒布相關(guān)規(guī)定,針對(duì)大部分國有企業(yè)在特定的發(fā)展過程還存在著兩種身份類別員工的不同待遇差別影響著企業(yè)的長期發(fā)展的背景,提煉出我國煙草企業(yè)薪酬分配體系的同病必須解決的必要性。 第二部分,解釋了淡化用工身份薪酬體系設(shè)計(jì)在煙草企業(yè)運(yùn)用的理論概念;進(jìn)一步介紹了淡化用工身份的薪酬體系設(shè)計(jì)方法。 第三部分,以A煙草公司為案例,對(duì)該公司的人力資源管理現(xiàn)狀和薪酬管理中存在的問題進(jìn)行調(diào)查研究,在掌握第一手資料的基礎(chǔ)之上對(duì)A公司的薪酬現(xiàn)狀進(jìn)行分析,使得淡化用工身份薪酬管理體系的設(shè)計(jì)方案具有針對(duì)性。 第四部分,重點(diǎn)對(duì)A煙草公司淡化用工身份的薪酬管理體系設(shè)計(jì)過程進(jìn)行詳細(xì)闡述。包括:組織結(jié)構(gòu)的優(yōu)化、薪酬體系結(jié)構(gòu)及考核機(jī)制等。從A煙草公司的實(shí)際情況設(shè)出發(fā),制定適合其未來發(fā)展的實(shí)施方案。 第五部分,通過A煙草公司淡化員工身份的薪酬分配方案一定階段的實(shí)施,對(duì)新體系的運(yùn)作狀況進(jìn)行了全面的評(píng)估和總結(jié)及未來值得關(guān)注問題。
[Abstract]:The key to the competition of enterprises is the competition of talents, which is the strategic resource for the survival and development of enterprises. How to stimulate the autonomy and creativity of the talent resources in the organization, and how to scientifically perfect the organization's salary distribution system is an important guarantee for the success of the organization. Therefore, the organization's salary distribution system is the core issue of human resources management. It is a challenging task for A tobacco enterprise to scientifically design a set of effective salary management system suitable for the characteristics of the enterprise. Therefore, from the point of view of the current situation of salary distribution in most state-owned enterprises, combined with the relevant theories and methods of modern compensation management, this paper analyzes the specific compensation situation of A Tobacco Company. To explore the enterprise to desalinate the employment status of the compensation management system. Through expounding and analyzing the salary management system of A Tobacco Company which desalinate its employment status, the paper abstracts the salary management system model of China's tobacco industry under the present economic environment, and forms the salary management thought of guiding significance to the tobacco industry. Try hard to make it have certain reference function. The author analyzes the problem: how to design the salary distribution system for tobacco enterprises to desalinate their employment status. The main research is divided into five parts: the first part, through the analysis of the current situation of the salary distribution system of most state-owned enterprises in China, combined with the promulgation of the relevant provisions of the new National Labor Law in 2008. In view of the fact that most state-owned enterprises still have different treatment of employees of two kinds of status in the specific development process, which affects the long-term development of enterprises, the necessity of solving the same disease of salary distribution system of tobacco enterprises in our country has been refined. The second part explains the theoretical concept of desalination employment status compensation system design in tobacco enterprises, and further introduces the design method of desalination employment status compensation system. The third part, taking A Tobacco Company as a case, investigates and studies the current situation of human resource management and the problems existing in compensation management of this company, and analyzes the present situation of compensation of Company A on the basis of mastering first-hand information. So that desalination of employment status salary management system design scheme has pertinence. The fourth part, focuses on the A tobacco company desalination employment status of the salary management system design process is described in detail. Including: organizational structure optimization, salary system structure and assessment mechanism. According to the actual situation of A Tobacco Company, the implementation plan suitable for its future development is formulated. The fifth part, through A tobacco company desalination employee identity salary allocation plan implementation in a certain stage, has carried on the comprehensive appraisal and the summary to the new system operation condition and the future worthy of attention question.
【學(xué)位授予單位】：北京交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2008
【分類號(hào)】：F272;F426.8

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前1條

1 侯水;婁底煙草公司薪酬激勵(lì)體系現(xiàn)狀與優(yōu)化研究[D];湖南大學(xué);2009年

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本文編號(hào)：2365448