本文關(guān)鍵詞：世成家居廣場(chǎng)有限責(zé)任公司薪酬體系改進(jìn)研究　出處：《吉林大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 薪酬體系 基礎(chǔ)工資 績(jī)效工資 福利待遇

【摘要】：世成家居廣場(chǎng)有限責(zé)任公司(以下簡(jiǎn)稱(chēng)世成公司)于2013年11月,由衛(wèi)星集團(tuán)投資創(chuàng)辦。世成公司成立當(dāng)年招錄員工85人,公司憑借地理位置優(yōu)越、交通便利、管理團(tuán)隊(duì)專(zhuān)業(yè),成立當(dāng)年便在家居市場(chǎng)上搶占一定市場(chǎng)份額,年主營(yíng)業(yè)務(wù)收入即租金總收入超過(guò)1,700萬(wàn)元。但好景不長(zhǎng),僅成立三年,世成公司員工離職率就呈現(xiàn)出上升勢(shì)頭,各樓層管理人員、業(yè)務(wù)拓展專(zhuān)員等世成公司運(yùn)營(yíng)所需的關(guān)鍵性員工相繼向公司遞交辭職信,紛紛離職,未離職員工工作滿意度下降,工作效率低下等影響公司經(jīng)營(yíng)發(fā)展的不穩(wěn)定因素頻現(xiàn),這對(duì)于公司的成長(zhǎng)壯大造成了嚴(yán)重威脅,衛(wèi)星集團(tuán)對(duì)此高度重視。通過(guò)調(diào)查研究發(fā)現(xiàn),上述現(xiàn)象的產(chǎn)生都與世成公司現(xiàn)有薪酬體系中存在薪酬戰(zhàn)略不能滿足企業(yè)長(zhǎng)期發(fā)展需求、薪酬體系結(jié)構(gòu)不能滿足員工多元化需要、薪酬水平不具競(jìng)爭(zhēng)力、薪酬制度更新差等問(wèn)題有關(guān),如不對(duì)現(xiàn)有薪酬體系進(jìn)行改進(jìn),長(zhǎng)此以往必將會(huì)使企業(yè)在激烈的市場(chǎng)競(jìng)爭(zhēng)中淘汰。本文以世成公司現(xiàn)有薪酬體系為研究對(duì)象,主要目的就在于針對(duì)所發(fā)現(xiàn)的問(wèn)題,補(bǔ)齊其現(xiàn)有薪酬體系短板,提升世成公司員工主觀能動(dòng)性,激發(fā)工作熱情、提高工作效率、在留住人才、吸引人才、降低企業(yè)運(yùn)營(yíng)成本等方面發(fā)揮薪酬體系應(yīng)有作用,增強(qiáng)激勵(lì)效果,提升企業(yè)的投資回報(bào)率,減少企業(yè)人力資源浪費(fèi),提升世成公司綜合競(jìng)爭(zhēng)力,為世成公司的長(zhǎng)遠(yuǎn)發(fā)展提供有力的支持,同時(shí)為同類(lèi)中小企業(yè)薪酬體系改進(jìn)提供一定的借鑒和指導(dǎo)。本論文運(yùn)用人力資源管理及薪酬體系設(shè)計(jì)的相關(guān)理論、以巴雷特法則等理論為依據(jù)、根據(jù)寬帶薪酬管理方法,以世成公司現(xiàn)有薪酬體系為研究對(duì)象,對(duì)世成公司現(xiàn)有薪酬體系中的薪酬戰(zhàn)略、薪酬結(jié)構(gòu)、薪酬水平及薪酬制度進(jìn)行分析和研究發(fā)現(xiàn)世成公司現(xiàn)有薪酬體系所存在的問(wèn)題主要是由于其薪酬體系設(shè)計(jì)人本觀念不強(qiáng)、不注重差別化原則、公開(kāi)透明度弱等原因?qū)е�。�?jù)此,本文提出結(jié)合世成公司實(shí)際情況,根據(jù)不同部門(mén)員工工作的特點(diǎn),以薪酬戰(zhàn)略做指導(dǎo),合理規(guī)劃薪酬要素構(gòu)成,以?xún)?nèi)部公平、外部競(jìng)爭(zhēng)、有效激勵(lì)為原則對(duì)其薪酬體系進(jìn)行改進(jìn)。薪酬體系改進(jìn)從基礎(chǔ)工資、績(jī)效工資、福利待遇三方面著手,將基礎(chǔ)工資原有31個(gè)級(jí)別壓縮至A、B、C、D、E五級(jí),每級(jí)設(shè)1、2、3、4、5個(gè)薪檔,提升員工薪酬晉升渠道;績(jī)效工資以績(jī)效為導(dǎo)向,依據(jù)績(jī)效考核,落實(shí)按勞分配、多勞多得;增加補(bǔ)充福利待遇,滿足員工尊重和自我實(shí)現(xiàn)等方面的需求。最后,本文從筑牢核心價(jià)值觀、打造企業(yè)行為文化、推動(dòng)企業(yè)文化與時(shí)俱進(jìn),完善績(jī)效考評(píng)、健全晉升機(jī)制、建立培訓(xùn)制度,加強(qiáng)宣傳、成立組織機(jī)構(gòu)、通力合作、上下聯(lián)動(dòng)等方面為世成公司薪酬體系改進(jìn)工作有效落實(shí)提出具體文化保障、制度保障及組織保障措施。世成公司薪酬體系的改進(jìn)將實(shí)現(xiàn)基礎(chǔ)工資保健作用突出、績(jī)效工資激勵(lì)作用明顯、福利待遇契合員工需求,以發(fā)揮世成公司薪酬體系在激勵(lì)員工、留住人才、招攬人才方面的競(jìng)爭(zhēng)優(yōu)勢(shì),提升企業(yè)綜合實(shí)力,為企業(yè)健康有序發(fā)展夯實(shí)基礎(chǔ)。
[Abstract]:Seecan Home Furnishing square limited liability company (hereinafter referred to as the company) on November 2013, by satellite group invested. Seecan company was established when recruiting employees 85 people, the company by virtue of superior geographical position, convenient transportation, professional management team, the establishment of the year in the Home Furnishing market to seize a certain market share, the main business income is the total rental income of more than 17 million yuan. But only up to three years, good times don't last long, the company employee turnover rate is showing a rising trend, each floor management, business development and the world into a key staff required for the operation of the company have to submit the resignation letter, have left, did not leave the employee satisfaction index, are frequent the work efficiency is low and unstable factors influence the company's business development, the company's growth caused a serious threat, the satellite group attaches great importance to it. Through the investigation and study Found that the above phenomenon and there exist compensation strategy can not meet the long-term development of the enterprise needs of the company's existing salary system, salary system structure can not meet the diverse needs of employees, the salary level is not competitive, the salary system update issues such as the poor, if not on the existing salary system improvement, will be eliminated in the enterprise if things go on like this the fierce competition in the market. The world into a company's existing compensation system as the research object, the main purpose is to find the problems of the existing pay system, padded short board, the company staff to enhance the initiative, stimulate the work enthusiasm, improve work efficiency, attract talent, retain talent in the play, the salary system should be reduce operating costs and other aspects, strengthen incentive effect, enhance the rate of return on investment, reduce enterprise human resource waste, improve the company Comprehensive competitiveness, provide strong support for the world into the long-term development of the company, and provide some reference and guidance for the same kind of small and medium-sized enterprise salary system improvement. This paper uses the theory of the design of human resources management and compensation system, using Barrett rule theory as the basis, according to the salary management method, to the world into the company's existing the salary system as the research object, the world into the compensation strategy, the existing salary system of the company salary structure, analysis and research into the company found the problem of the existing salary system is mainly due to the compensation system design of the concept is not strong the salary level and salary system, do not pay attention to the principle of differentiation, leading to weak transparency other reasons. Accordingly, this thesis integrates the world into the actual situation of the company, according to the characteristics of employees working in different departments, the salary strategy as guidance, rational planning to pay In composition, internal equity, external competition, effective incentive for the improvement of the compensation system of the principle. From the basic salary, performance salary salary system improvement, the benefits of three aspects, the basic salary of the original 31 level compression to A, B, C, D, E five, 1,2,3,4,5 pay per file level, improve employee salary promotion channel; performance salary performance oriented, on the basis of performance appraisal, the implementation of work distribution according to work; additional benefits, meet employee respect and self realization needs. Finally, this article from build a strong core values, create a corporate culture, promote the enterprise culture to keep pace with the times, improve the performance appraisal sound, promotion mechanism, establish training system, strengthen the propaganda, establishing the organization, work together on linkage improvement effective implementation put forward specific safeguard for the world culture into the company salary system and guarantee system Organizational security measures. Improve the world into a salary system will achieve wage based health care function is outstanding, performance salary incentive effect obviously, welfare fit the needs of employees, in order to play into the company's salary system in the world to motivate employees, retain talent, attract talent and the competitive advantages, enhance the comprehensive strength of enterprises, for the healthy and orderly development of enterprises and lay a solid foundation.

【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.92

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本文編號(hào)：1416953