本文選題：薪酬體系 + 優(yōu)化設計　； 參考：《長春理工大學》2013年碩士論文

【摘要】：改革開放以來,伴隨著我國市場經濟的不斷發(fā)展和完善,國民經濟的持續(xù)快速增長和城鄉(xiāng)居民收入水平的不斷提高,企業(yè)間競爭激烈程度不斷加深,要在日趨完善的市場競爭中保持不敗之地,人才扮演了非常重要的角色,人才能夠推動企業(yè)的健康發(fā)展,如何把企業(yè)利益和員工自身利益有機結合起來,實現(xiàn)企業(yè)和員工的共同發(fā)展,是每一個需要發(fā)展的企業(yè)必須重視的問題。要實現(xiàn)這一目標,企業(yè)建立適合的薪酬體系是至關重要,根據目前N銀行的薪酬體系現(xiàn)狀,改進和構建新的合理薪酬體系,而且能夠發(fā)揮薪酬體系對員工的激勵作用是本文研究的出發(fā)點。在分析我國銀行業(yè)薪酬發(fā)展現(xiàn)狀的外部環(huán)境下,以N銀行作為研究的現(xiàn)實依據,在充分考慮N銀行實際運行情況的基礎上,結合薪酬設計等相關理論,建立一套較為科學的薪酬體系,以此來提升N銀行的經營效益和可持續(xù)發(fā)展能力。 在進行研究N銀行薪酬體系構建的過程中,圍繞N銀行的薪酬體系現(xiàn)狀以及如何構建具有激勵性薪酬體系,結合N銀行的現(xiàn)實情況,運用了多種研究方法,在涉及薪酬體系的各個學科的理論指導下,對N銀行的薪酬體系構建進行了詳實的分析。在分析過程中本文主要應用了以下的研究方法進行研究： (1)實地考察法。實地考察法指為明白一個事物的真相,勢態(tài)發(fā)展流程,而去實地進行直觀的,局部進行詳細的調查。在進行研究之前,作者對N銀行的薪酬體系現(xiàn)狀做了大量的調研工作,通過收集相關的資料,走訪N銀行員工以及訪談相關的負責人,為本文的研究提供了大量詳實的原材料。 (2)文獻綜述法。通過對以前學者的研究成果進行綜述,能夠了解該領域的最新研究現(xiàn)狀和研究未涉及到的地方,掌握該領域的前沿動態(tài)。本文通過對文獻綜述,對以前學者的研究成果進行了梳理,為作者進行研究和寫作打下了堅實的理論基礎。 (3)定量分析法。定量分析能夠更加準確的反映事物的變化。本文在研究過程中,對N銀行的薪酬體系再設計的基本框架和考核方法應用了定量分析。本文在用定量分析時,對N銀行的薪酬體系的指標設計和公司小組和個人績效考核分值的計算等都進行定量分析,使得薪酬體系更加科學和客觀。 本文在闡述了薪酬體系構成及主要方法的基礎上,分析了N銀行現(xiàn)有的薪酬體系所存在的問題,在此基礎上重新構建了新的具有激勵作用的薪酬體系。提出了N銀行薪酬體系改革的主要方向,以及在改革薪酬體系中N銀行和員工各自的權利和責任,提出了對員工的新考核方法。通過分析作者發(fā)現(xiàn),N銀行目前的薪酬體系中“官本位”思想明顯,目前的薪酬體系不是以職位為基礎建立的。在分析完問題之后提出了N銀行薪酬體系新方案實施中應注意的問題和建議。 主要結論如下： 1、通過概述企業(yè)薪酬體系的相關理論和主要薪酬模式,分析了薪酬體系對于企業(yè)整體戰(zhàn)略布局和經營水平的提高產生的重要影響。 2、在分析了N銀行的薪酬體系發(fā)展及現(xiàn)狀后,指出了N銀行薪酬體系存在的問題,主要表現(xiàn)在薪酬制度結構不合理、薪酬分配評價標準不具有科學性、薪酬分配缺乏均衡、業(yè)績考核機制不健全、業(yè)績考核方法不科學五個方面。本文在現(xiàn)有薪酬體系的基礎上綜合考慮N銀行的實際運行情況,通過工作分析、崗位評價、崗位職級設計等幾個方面構建了有激勵作用的薪酬體系。 3、N銀行薪酬體系的構建要按照科學發(fā)展觀的要求,根據市場發(fā)展的需要,建立完善的現(xiàn)代企業(yè)薪酬體系。按照貢獻和所得相統(tǒng)一,建立以職位為基礎的新的薪酬體系,實現(xiàn)薪酬體系的激勵作用,使得薪酬體系結構更加合理,使得新的薪酬體系能夠促進N銀行和員工的共同發(fā)展。 4、N銀行薪酬體系的構建對于現(xiàn)有的薪酬體系已有很大改進,但是該方法運用還需要許多外在條件作為保障。因此,本文提出了N銀行薪酬體系方案實施中應注意的問題和建議。主要包括六個方面的內容：設立績效考評辦公室、做好新的薪酬體系設計的推廣工作、嚴格推進崗位評估和任職能力評估、健全績效考核體系、加強薪酬管理、持續(xù)修改完善薪酬方案。
[Abstract]:Since the reform and opening up, with the continuous development and improvement of China's market economy, the sustained and rapid growth of the national economy and the continuous improvement of the income level of urban and rural residents, the fierce competition among enterprises has deepened. In order to keep an invincible position in the increasingly perfect market competition, people have played a very important role and the talent can be promoted. The healthy development of the enterprise, how to combine the interests of the enterprise with the employees' own interests, and realize the common development of the enterprise and the employees, is the problem that every enterprise must pay attention to. To achieve this goal, it is very important to establish a suitable salary system for the enterprise. According to the present situation of the salary system of N bank, it is improved and constructed. The starting point of this paper is to build a new reasonable salary system and give full play to the incentive effect of the salary system to the employees. In the external environment of the current situation of the development of China's banking compensation, N bank is taken as the practical basis for the research. On the basis of fully considering the actual operation of N bank, combined with the relevant theories of salary design and other related theories, it is built. Set up a more scientific salary system, so as to enhance the operating efficiency and sustainable development ability of N bank.
In the process of research on the construction of the N bank compensation system, the present situation of the N bank's salary system and how to build an incentive compensation system and the actual situation of the N bank have been applied. Under the guidance of the theory of the various disciplines of the salary system, the construction of the salary system of the N bank is divided into detailed and practical points. In the process of analysis, the following research methods are applied:
(1) field investigation method. Field inspection means to understand the truth of a thing, the development process of the situation, and go to the field to carry out a direct and detailed investigation. Before the study, the author made a lot of research work on the current situation of the salary system of N bank, by collecting relevant information, visiting the employees of N bank and interviewing related The responsible person has provided a lot of detailed raw materials for the research of this paper.
(2) literature review method. Through a summary of the research achievements of previous scholars, we can understand the latest research status in this field and study the untouched areas and grasp the frontiers of the field. This paper, through the literature review, combed the research results of previous scholars and laid a solid reason for the author to study and write. On the basis.
(3) quantitative analysis. Quantitative analysis can be more accurate to reflect the change of things. This paper applies quantitative analysis to the basic framework and assessment methods of the redesign of the N bank's compensation system in the course of the study. In this paper, the index design of the N bank's salary system, the company group and the individual performance assessment are divided in the quantitative analysis. Calculation and other quantitative analysis make the compensation system more scientific and objective.
On the basis of the composition of the salary system and the main methods, this paper analyzes the existing problems in the existing salary system of N bank, and on this basis reconstructs a new incentive compensation system, puts forward the main direction of the reform of the N bank compensation system, and the rights of the N bank and the employees in the reform of the salary system. The author finds that the "official standard" idea in the current salary system of N bank is obvious, and the current salary system is not based on the position. After the analysis of the problem, the problems and suggestions to be paid attention to in the implementation of the new N bank compensation system are put forward after the analysis of the problem.
The main conclusions are as follows:
1, by summarizing the related theories and main salary models of the enterprise salary system, this paper analyzes the important influence of the salary system on the overall strategic layout and the improvement of the management level of the enterprise.
2, after analyzing the development and present situation of the salary system of N bank, it points out the problems existing in the salary system of N bank, mainly in the unreasonable salary system structure, the salary distribution evaluation standard is not scientific, the salary distribution is not balanced, the performance appraisal mechanism is not sound and the performance appraisal method is unscientific. The present salary is in the present salary. On the basis of the system, the actual operation of N bank is taken into consideration, and the incentive compensation system is constructed through work analysis, post evaluation and post grade design.
3, the construction of N bank salary system should set up a perfect modern enterprise salary system according to the requirements of Scientific Outlook on Development and according to the needs of market development. According to the unification of the contribution and income, a new salary system based on the position is set up, the incentive effect of the salary system is realized, the salary system structure is more reasonable and the new salary is made. The system can promote the common development of N banks and employees.
4, the construction of N bank salary system has greatly improved the existing salary system, but the use of the method still needs a lot of external conditions as security. Therefore, this paper puts forward the problems and suggestions that should be paid attention to in the implementation of the N bank compensation system. It mainly includes six aspects: establishing the performance appraisal office, doing a good job. The promotion of the design of the salary system, the evaluation of post and the ability to serve the job, the performance appraisal system, the salary management, and the continuous improvement of the salary scheme.

【學位授予單位】：長春理工大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F832.33

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