發(fā)布時(shí)間：2018-05-07 12:20

  本文選題：知識(shí)型員工 + 薪酬滿(mǎn)意度��； 參考：《山東理工大學(xué)》2017年碩士論文

【摘要】：伴隨著知識(shí)經(jīng)濟(jì)時(shí)代的到來(lái),人才競(jìng)爭(zhēng)日益激烈,對(duì)于國(guó)有改制企業(yè)QMHG公司而言,要想在激烈的市場(chǎng)競(jìng)爭(zhēng)中取得優(yōu)異的成績(jī),必須依靠人才進(jìn)行技術(shù)創(chuàng)新,如何吸引人才、留住人才成為企業(yè)急需解決的問(wèn)題,因此,對(duì)QMHG公司知識(shí)型員工開(kāi)展薪酬滿(mǎn)意度的調(diào)查研究就顯得非常重要。只有切實(shí)提高公司內(nèi)知識(shí)型員工的薪酬滿(mǎn)意度,打造一支對(duì)企業(yè)而言穩(wěn)固、有效的員工隊(duì)伍,才能切實(shí)增強(qiáng)企業(yè)的核心競(jìng)爭(zhēng)實(shí)力,確保企業(yè)在現(xiàn)今越來(lái)越白熱化的市場(chǎng)競(jìng)爭(zhēng)中占有一席之地。本文在綜述國(guó)內(nèi)外研究現(xiàn)狀和薪酬滿(mǎn)意度相關(guān)理論的基礎(chǔ)上,構(gòu)建了QMHG公司知識(shí)型員工薪酬滿(mǎn)意度評(píng)價(jià)體系,從而構(gòu)建了一條基本的思考路線(xiàn),即調(diào)查研究、深入評(píng)價(jià)、提出提高公司內(nèi)知識(shí)型員工的薪酬滿(mǎn)意程度的合理化建議。具體到本文,主要包含三部分內(nèi)容:首先是提出問(wèn)題,通過(guò)對(duì)論文的研究背景、選題意義的闡述,確定了本文研究的主要問(wèn)題及方向,并指出了基本的思路框架。在此基礎(chǔ)上,梳理了國(guó)內(nèi)外專(zhuān)家學(xué)者關(guān)于知識(shí)型員工薪酬滿(mǎn)意度的相關(guān)理論和主要觀點(diǎn),為后續(xù)的論述奠定了理論基礎(chǔ)。然后是分析問(wèn)題,通過(guò)對(duì)QMHG公司的實(shí)際情況和知識(shí)型員工特點(diǎn)進(jìn)行深入分析,確定了QMHG公司知識(shí)型員工薪酬滿(mǎn)意度研究的七個(gè)維度二十五個(gè)指標(biāo),并開(kāi)展了問(wèn)卷調(diào)查,運(yùn)用層次分析法和模糊綜合評(píng)價(jià)的方法構(gòu)建了QMHG公司知識(shí)型員工薪酬滿(mǎn)意度評(píng)價(jià)體系,并開(kāi)展了深入分析和評(píng)價(jià)。最后是解決問(wèn)題,提出了改進(jìn)QMHG公司薪酬體系、提高知識(shí)型員工薪酬滿(mǎn)意度的建議。
[Abstract]:With the arrival of knowledge economy era, talent competition is becoming more and more fierce. In order to achieve excellent results in the fierce market competition, QMHG Company, a state-owned restructuring enterprise, must rely on talents for technological innovation and how to attract talents. Therefore, it is very important to investigate the salary satisfaction of knowledge workers in QMHG Company. Only by improving the salary satisfaction of the knowledge workers in the company, and creating a stable and effective workforce for the enterprise, can the core competitive strength of the enterprise be strengthened. To ensure that enterprises in today's increasingly fierce market competition has a place. On the basis of summarizing the domestic and foreign research situation and the related theories of salary satisfaction, this paper constructs the evaluation system of QMHG knowledge employee's salary satisfaction, and then constructs a basic thinking route, that is, investigation and research, in-depth evaluation. Put forward reasonable suggestions to improve the salary satisfaction of knowledge workers in the company. In this paper, there are three parts: first of all, put forward the question, through the research background of the paper, the significance of the topic, determine the main problems and direction of this study, and point out the basic framework of thinking. On this basis, combing the domestic and foreign experts and scholars on the salary satisfaction of knowledge workers related theories and main views, for the subsequent discussion laid a theoretical foundation. Then it analyzes the problems, through the in-depth analysis of the actual situation of QMHG company and the characteristics of knowledge workers, determines the seven dimensions and 25 indicators of the research on the salary satisfaction of knowledge workers in QMHG Company, and carries out a questionnaire survey. The evaluation system of salary satisfaction of knowledge workers in QMHG Company is constructed by using the analytic hierarchy process (AHP) and fuzzy comprehensive evaluation method, and the in-depth analysis and evaluation are carried out. Finally, the paper puts forward some suggestions on how to improve the compensation system of QMHG company and improve the satisfaction of knowledge workers.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.7

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