本文關(guān)鍵詞：X藥業(yè)公司薪酬體系優(yōu)化設(shè)計(jì)　出處：《鄭州大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

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【摘要】：人才是當(dāng)今社會(huì)的企業(yè)競(jìng)爭(zhēng)力的重要組成部分,人力資源對(duì)企業(yè)發(fā)展來(lái)說(shuō)是關(guān)鍵發(fā)展因素,人力資源管理是企業(yè)發(fā)展管理中很重要的一部分,而薪酬體系的設(shè)計(jì),更是人力資源管理中的重中之重,優(yōu)良的薪酬體系設(shè)計(jì)對(duì)企業(yè)人力資源管理作用的發(fā)揮起到了決定性作用,合理的薪酬體系能充分發(fā)揮企業(yè)的人力資源配置,對(duì)企業(yè)發(fā)展戰(zhàn)略部署做出合理規(guī)劃并轉(zhuǎn)化成具體實(shí)施方案的重要環(huán)節(jié)。本文采用專題研究方法,以中小企業(yè)X藥業(yè)公司為研究對(duì)象,分析其薪酬體系。其薪酬體系存在的問(wèn)題有:薪酬體系與公司發(fā)展戰(zhàn)略不符,對(duì)職工的吸引力不大,薪酬激勵(lì)措施缺失等方面。從公司員工對(duì)薪酬滿意度調(diào)查發(fā)現(xiàn)其存在問(wèn)題的原因,主要在于,企業(yè)沒(méi)有對(duì)人力資源管理做出合理規(guī)劃,現(xiàn)行人力資源管理體系不足以滿足企業(yè)長(zhǎng)遠(yuǎn)發(fā)展需求。從X藥業(yè)公司發(fā)展實(shí)際出發(fā),以市場(chǎng)化經(jīng)濟(jì)為背景,對(duì)于其管理體系進(jìn)行改革和調(diào)整,應(yīng)當(dāng)建立其混合薪酬體系與多元薪酬體系相結(jié)合的薪酬體系。在員工薪酬方面,采取崗位工資,績(jī)效工資,獎(jiǎng)金三方面相結(jié)合的方式,讓員工有信心有激情主動(dòng)多工作,取得相應(yīng)的薪酬或者獎(jiǎng)勵(lì),同時(shí),員工薪酬還要與部門或者企業(yè)經(jīng)營(yíng)部門相掛鉤,還要把部門考核、個(gè)人考評(píng)也作為獲得薪酬的重要依據(jù)。最終建立起多元化的彈性薪酬體系。
[Abstract]:Talent is an important part of the competitiveness of enterprises in today's society, human resources are the key factors for the development of enterprise development, human resources management is an important part of the development of enterprise management, and compensation system design, is the priority among priorities in the management of human resources, play the excellent design of salary system of enterprise human the role of resource management plays a decisive role, reasonable salary system can give full play to the enterprise human resources, make reasonable planning for the deployment of enterprise development strategy and transformed into an important part of the concrete implementation scheme. This paper uses the research method of small and medium-sized enterprises in X pharmaceutical company as the research object, analyzes its existence the salary system. The salary system problems: the development strategy of the salary system and the company does not match, the staff is not attractive, pay incentives from employees of the lack of. Pay satisfaction survey found that the causes of these problems mainly is that companies do not make a reasonable plan for human resources management, the existing human resources management system is not sufficient to meet their long-term development needs. From the actual development of X pharmaceutical company, to the market economy as the background, the reform and adjustment of the management system should be established, the the mixed compensation system and compensation system combining multiple compensation system. In employee compensation, take salary, performance salary, bonus three combination, let employees have confidence and passion to work actively, obtain the corresponding compensation or reward, at the same time, staff salaries and departments or business departments linked. But the department assessment, personal evaluation as an important basis for compensation. Finally establish the elastic compensation system of diversified.

【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】：2017
【分類號(hào)】：F272.92;F426.72

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本文編號(hào)：1387625