本文選題：薪酬體系 + 優(yōu)化設(shè)計(jì)�。� 參考：《長(zhǎng)春理工大學(xué)》2013年碩士論文

【摘要】：改革開(kāi)放以來(lái),伴隨著我國(guó)市場(chǎng)經(jīng)濟(jì)的不斷發(fā)展和完善,國(guó)民經(jīng)濟(jì)的持續(xù)快速增長(zhǎng)和城鄉(xiāng)居民收入水平的不斷提高,企業(yè)間競(jìng)爭(zhēng)激烈程度不斷加深,要在日趨完善的市場(chǎng)競(jìng)爭(zhēng)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(dòng)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(jī)結(jié)合起來(lái),實(shí)現(xiàn)企業(yè)和員工的共同發(fā)展,是每一個(gè)需要發(fā)展的企業(yè)必須重視的問(wèn)題。要實(shí)現(xiàn)這一目標(biāo),企業(yè)建立適合的薪酬體系是至關(guān)重要,根據(jù)目前N銀行的薪酬體系現(xiàn)狀,改進(jìn)和構(gòu)建新的合理薪酬體系,而且能夠發(fā)揮薪酬體系對(duì)員工的激勵(lì)作用是本文研究的出發(fā)點(diǎn)。在分析我國(guó)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(shí)依據(jù),在充分考慮N銀行實(shí)際運(yùn)行情況的基礎(chǔ)上,結(jié)合薪酬設(shè)計(jì)等相關(guān)理論,建立一套較為科學(xué)的薪酬體系,以此來(lái)提升N銀行的經(jīng)營(yíng)效益和可持續(xù)發(fā)展能力。 在進(jìn)行研究N銀行薪酬體系構(gòu)建的過(guò)程中,圍繞N銀行的薪酬體系現(xiàn)狀以及如何構(gòu)建具有激勵(lì)性薪酬體系,結(jié)合N銀行的現(xiàn)實(shí)情況,運(yùn)用了多種研究方法,在涉及薪酬體系的各個(gè)學(xué)科的理論指導(dǎo)下,對(duì)N銀行的薪酬體系構(gòu)建進(jìn)行了詳實(shí)的分析。在分析過(guò)程中本文主要應(yīng)用了以下的研究方法進(jìn)行研究： (1)實(shí)地考察法。實(shí)地考察法指為明白一個(gè)事物的真相,勢(shì)態(tài)發(fā)展流程,而去實(shí)地進(jìn)行直觀的,局部進(jìn)行詳細(xì)的調(diào)查。在進(jìn)行研究之前,作者對(duì)N銀行的薪酬體系現(xiàn)狀做了大量的調(diào)研工作,通過(guò)收集相關(guān)的資料,走訪N銀行員工以及訪談相關(guān)的負(fù)責(zé)人,為本文的研究提供了大量詳實(shí)的原材料。 (2)文獻(xiàn)綜述法。通過(guò)對(duì)以前學(xué)者的研究成果進(jìn)行綜述,能夠了解該領(lǐng)域的最新研究現(xiàn)狀和研究未涉及到的地方,掌握該領(lǐng)域的前沿動(dòng)態(tài)。本文通過(guò)對(duì)文獻(xiàn)綜述,對(duì)以前學(xué)者的研究成果進(jìn)行了梳理,為作者進(jìn)行研究和寫(xiě)作打下了堅(jiān)實(shí)的理論基礎(chǔ)。 (3)定量分析法。定量分析能夠更加準(zhǔn)確的反映事物的變化。本文在研究過(guò)程中,對(duì)N銀行的薪酬體系再設(shè)計(jì)的基本框架和考核方法應(yīng)用了定量分析。本文在用定量分析時(shí),對(duì)N銀行的薪酬體系的指標(biāo)設(shè)計(jì)和公司小組和個(gè)人績(jī)效考核分值的計(jì)算等都進(jìn)行定量分析,使得薪酬體系更加科學(xué)和客觀。 本文在闡述了薪酬體系構(gòu)成及主要方法的基礎(chǔ)上,分析了N銀行現(xiàn)有的薪酬體系所存在的問(wèn)題,在此基礎(chǔ)上重新構(gòu)建了新的具有激勵(lì)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(quán)利和責(zé)任,提出了對(duì)員工的新考核方法。通過(guò)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(chǔ)建立的。在分析完問(wèn)題之后提出了N銀行薪酬體系新方案實(shí)施中應(yīng)注意的問(wèn)題和建議。 主要結(jié)論如下： 1、通過(guò)概述企業(yè)薪酬體系的相關(guān)理論和主要薪酬模式,分析了薪酬體系對(duì)于企業(yè)整體戰(zhàn)略布局和經(jīng)營(yíng)水平的提高產(chǎn)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(wèn)題,主要表現(xiàn)在薪酬制度結(jié)構(gòu)不合理、薪酬分配評(píng)價(jià)標(biāo)準(zhǔn)不具有科學(xué)性、薪酬分配缺乏均衡、業(yè)績(jī)考核機(jī)制不健全、業(yè)績(jī)考核方法不科學(xué)五個(gè)方面。本文在現(xiàn)有薪酬體系的基礎(chǔ)上綜合考慮N銀行的實(shí)際運(yùn)行情況,通過(guò)工作分析、崗位評(píng)價(jià)、崗位職級(jí)設(shè)計(jì)等幾個(gè)方面構(gòu)建了有激勵(lì)作用的薪酬體系。 3、N銀行薪酬體系的構(gòu)建要按照科學(xué)發(fā)展觀的要求,根據(jù)市場(chǎng)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(xiàn)和所得相統(tǒng)一,建立以職位為基礎(chǔ)的新的薪酬體系,實(shí)現(xiàn)薪酬體系的激勵(lì)作用,使得薪酬體系結(jié)構(gòu)更加合理,使得新的薪酬體系能夠促進(jìn)N銀行和員工的共同發(fā)展。 4、N銀行薪酬體系的構(gòu)建對(duì)于現(xiàn)有的薪酬體系已有很大改進(jìn),但是該方法運(yùn)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(shí)施中應(yīng)注意的問(wèn)題和建議。主要包括六個(gè)方面的內(nèi)容：設(shè)立績(jī)效考評(píng)辦公室、做好新的薪酬體系設(shè)計(jì)的推廣工作、嚴(yán)格推進(jìn)崗位評(píng)估和任職能力評(píng)估、健全績(jī)效考核體系、加強(qiáng)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(xué)位授予單位】：長(zhǎng)春理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F832.33

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