發(fā)布時(shí)間：2019-03-20 07:32

【摘要】：在當(dāng)今企業(yè)的人力資源管理過程中,非常注重人性化管理模式,非常注重人才激勵(lì)和團(tuán)隊(duì)建設(shè)。因此,一個(gè)企業(yè)的激勵(lì)機(jī)制和薪酬管理體系,對(duì)于構(gòu)建高效的人力資源管理體系,以及最大程度地激發(fā)個(gè)人潛能,促進(jìn)團(tuán)隊(duì)協(xié)作,改進(jìn)組織業(yè)績(jī),顯得非常重要。本文以全面薪酬理論為指導(dǎo),對(duì)HW公司原有薪酬管理體系進(jìn)行診斷分析,找出目前薪酬管理存在的問題。本文從產(chǎn)業(yè)關(guān)聯(lián)、經(jīng)營(yíng)歷史、企業(yè)文化、管控特點(diǎn)考慮問題,側(cè)重于落地方案的設(shè)計(jì),力求通過HW公司薪酬管理的研究和優(yōu)化設(shè)計(jì),實(shí)現(xiàn)員工利益和企業(yè)利益的統(tǒng)一,體現(xiàn)組織效率和公平,有效激勵(lì)員工和團(tuán)隊(duì),實(shí)現(xiàn)戰(zhàn)略性薪酬管理意義。本文基于HW公司薪酬管理改進(jìn)完善的基本目標(biāo),堅(jiān)持為崗位付薪、為能力付薪、為績(jī)效付薪的基本原則,秉承總額薪酬管理、全面薪酬管理的總體原則,力求實(shí)現(xiàn)薪酬管理的外部均衡性、內(nèi)部均衡性、個(gè)體均衡性,并通過問卷調(diào)查、實(shí)際訪談、資料整理、統(tǒng)計(jì)分析等實(shí)踐方法進(jìn)行研究設(shè)計(jì)。本文圍繞職位管理、崗位評(píng)價(jià)、寬帶薪酬等核心要素對(duì)基本工資設(shè)計(jì)、可變薪酬設(shè)計(jì)、津貼福利設(shè)計(jì)進(jìn)行全面優(yōu)化,并進(jìn)行了合理系統(tǒng)的人員分類、崗位評(píng)價(jià),同時(shí)強(qiáng)化了集團(tuán)薪酬管控系統(tǒng)性公平和利潤(rùn)分享等激勵(lì)性薪酬研究設(shè)計(jì)。最后,本文提出了薪酬方案改進(jìn)的實(shí)施保障措施,將有助于HW公司薪酬管理體系的有效推行,形成一套適合HW公司可持續(xù)發(fā)展的薪酬管理體系。
[Abstract]:In the process of human resource management in today's enterprises, we attach great importance to humanized management mode, talent motivation and team building. Therefore, the incentive mechanism and salary management system of an enterprise is very important for building an efficient human resource management system, as well as maximizing individual potential, promoting team collaboration and improving organizational performance. Guided by the theory of overall compensation, this paper makes a diagnosis and analysis of the original compensation management system of HW Company, and finds out the problems existing in the compensation management at present. This article considers the problem from the industry connection, the management history, the enterprise culture, the management and control characteristic, emphasizes on the design of the landing scheme, and strives to realize the unification of the employee's benefit and the enterprise's benefit through the research and optimization design of the compensation management of HW Company. Reflect organizational efficiency and fairness, effectively motivate employees and teams, achieve strategic compensation management significance. Based on the basic goal of the improvement and perfection of compensation management in HW Company, this paper insists on the basic principles of paying for posts, paying for ability, and paying for performance, adhering to the general principles of total compensation management and comprehensive compensation management. Try to realize the external balance, internal balance and individual balance of salary management, and through the questionnaire survey, actual interviews, data collation, statistical analysis and other practical methods to carry on the research and design. Based on the core elements of position management, job evaluation and broadband salary, this paper optimizes the basic salary design, variable salary design and allowance and welfare design in an all-round way, and makes a reasonable and systematic personnel classification and job evaluation. At the same time strengthen the group compensation control system equity and profit sharing incentive compensation research design. Finally, this paper puts forward the implementation safeguard measures for the improvement of the compensation scheme, which will help the effective implementation of the compensation management system of HW Company and form a set of compensation management system suitable for the sustainable development of HW Company.
【學(xué)位授予單位】：西安理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.4

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