【摘要】：隨著市場經(jīng)濟(jì)的逐步發(fā)展和電力體制改革的逐步推動(dòng),國家電網(wǎng)公司已全面完成了“三集五大”系統(tǒng),電網(wǎng)企業(yè)面臨來自外部競爭和內(nèi)部系統(tǒng)短板的新壓力。以人力資源為核心競爭力的企業(yè)發(fā)展,是深化改革的對象,也是深化改革的主體。企業(yè)迫切需要優(yōu)化人力資源管理,提高企業(yè)競爭力。對于現(xiàn)代企業(yè)管理而言,人力資源管理系統(tǒng)中薪酬體系的管理始終是整個(gè)企業(yè)的重心,因?yàn)樾匠瓴粌H關(guān)系到每位員工的切身利益,而且適當(dāng)?shù)�、合理的薪酬制度體現(xiàn)了企業(yè)的整體管理水平,增強(qiáng)了企業(yè)的凝聚力。一個(gè)科學(xué)、合理、公平、公正、公開的薪酬制度能最大限度地挖掘企業(yè)人力資源潛能,釋放創(chuàng)新發(fā)展動(dòng)力,優(yōu)化薪酬體系的管理是破解企業(yè)發(fā)展瓶頸的重要途徑。本文在廣泛研究目前國內(nèi)外薪酬研究的現(xiàn)狀以及發(fā)展動(dòng)態(tài)的基礎(chǔ)上,從薪酬和薪酬體系的理論出發(fā),結(jié)合影響薪酬體系設(shè)計(jì)的因素,通過薪酬滿意度調(diào)查對銀河電力檢修公司薪酬管理現(xiàn)狀、存在的問題進(jìn)行了深入的、客觀的分析。在此基礎(chǔ)上,圍繞公司發(fā)展的戰(zhàn)略目標(biāo),按照薪酬設(shè)計(jì)的技術(shù)流程,本文通過崗位等級序列的設(shè)置和崗位評價(jià)等一系列技術(shù)方法,制定一套適應(yīng)公司現(xiàn)狀的新的薪酬體系,明確了新的薪酬體系的構(gòu)成以及每個(gè)工資單元的占比。為了實(shí)現(xiàn)新舊工資制度的過渡,本文根據(jù)企業(yè)薪酬管理的規(guī)律提出了崗位績效工資制度推進(jìn)的配套措施和保障系統(tǒng)。通過實(shí)施新的薪酬體系崗位績效工資制度,實(shí)現(xiàn)了以崗位管理為主要對象,以崗位員工的貢獻(xiàn)大小為依據(jù)和基礎(chǔ)的新的薪酬體系,將績效考核作為考核員工薪酬分配和崗位、崗級、薪酬激勵(lì)方面的重要依據(jù),以期為企業(yè)在新形勢下實(shí)現(xiàn)長期發(fā)展提供可操作性的薪酬制度保障。
[Abstract]:With the gradual development of the market economy and the gradual promotion of the reform of the electric power system, the State Grid Corporation has completed the "three episodes and five major systems" in an all-round way, and the power grid enterprises are facing new pressures from the external competition and the deficiency of the internal system. The development of enterprises with human resources as the core competence is not only the object of deepening reform, but also the main body of deepening reform. Enterprises urgently need to optimize human resources management and improve their competitiveness. As far as modern enterprise management is concerned, the management of compensation system in human resource management system has always been the focus of the whole enterprise, because compensation is not only related to the vital interests of every employee, but also appropriate. The reasonable salary system reflects the overall management level of the enterprise and enhances the cohesion of the enterprise. A scientific, reasonable, fair, fair and open salary system can maximize the potential of human resources of enterprises, release the motive force of innovation and development, and optimize the management of salary system is an important way to solve the bottleneck of enterprise development. On the basis of extensive research on the current situation and development trend of compensation research at home and abroad, this paper starts from the theory of compensation and compensation system, and combines the factors that affect the design of compensation system. Through salary satisfaction survey, this paper makes a thorough and objective analysis of the status quo and existing problems of salary management in Yinhe Electric Power maintenance Company. On this basis, around the strategic objectives of the development of the company, according to the technical process of salary design, this paper through a series of technical methods, such as the setting of post rank sequence and job evaluation, sets up a new compensation system that adapts to the current situation of the company. Defined the composition of the new salary system and the proportion of each wage unit. In order to realize the transition between the new and the old salary system, this paper puts forward the supporting measures and guarantee system for the promotion of the post performance salary system according to the law of enterprise salary management. Through the implementation of the new salary system, this paper realizes a new salary system, which takes post management as the main object, the contribution of post employees as the basis and the basis, and takes the performance appraisal as the salary distribution and post assessment of the staff. Job level, the important basis of salary incentive, in order to provide operational salary system guarantee for enterprises to realize long-term development under the new situation.
【學(xué)位授予單位】：華北電力大學(xué)(北京)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.61

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