本文關(guān)鍵詞：A建筑企業(yè)知識型員工薪酬體系優(yōu)化設(shè)計研究　出處：《浙江工業(yè)大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 建筑企業(yè) 薪酬體系 知識型員工 優(yōu)化設(shè)計

【摘要】：當(dāng)知識型員工已成為企業(yè)核心競爭力的主力軍,很多企業(yè)沒有結(jié)合知識型員工的需求及特點(diǎn),及時調(diào)整薪酬制度,導(dǎo)致原有的薪酬制度無法滿足新時代員工的心理需求。在這種情況下,滯后的薪酬管理體系制約了企業(yè)的管理運(yùn)作,無法吸引市場優(yōu)秀的人才,無法有效激勵在職員工,無法幫助員工一起發(fā)展,更使得企業(yè)的離職率居高不下,企業(yè)的運(yùn)作成本也節(jié)節(jié)攀升,形成一個惡性循環(huán)�；谝陨蠁栴},本論文以薪酬管理理論、薪酬理論設(shè)計方法為基礎(chǔ),結(jié)合A建筑公司原有的薪酬體系以及亟待解決的問題,對知識型人員的薪酬模式的探討,提出符合A公司情況的新的薪酬體系,以發(fā)揮薪酬體系在人力資源管理過程中的積極作用。本論文主要分為五個部分：第一章介紹了知識型員工相關(guān)理論,薪酬管理的相關(guān)理論,主要包括薪酬的含義及作用,薪酬管理相關(guān)的激勵理論；薪酬體系的分類、知識型員工薪酬體系以及選擇時需要考慮的因素；第二章著重介紹分析了A公司的情況,包括公司特點(diǎn)、人力資源現(xiàn)狀、原有薪酬體系及出現(xiàn)的問題；第三章分析了影響A公司薪酬體系主要問題的原因,分析了薪酬結(jié)構(gòu)、職位評價、薪酬管理等因素對A公司薪酬體系的影響；第四章是運(yùn)用PE職位評價體系理論,針對A公司目前薪酬制度下產(chǎn)生的問題,提出了新的薪酬體系的方案,這是本論文的核心部分；第五章是提出的新的薪酬體系的實(shí)施和保障措施,對新的薪酬體系的優(yōu)劣分析及對未涉及問題的總結(jié)。
[Abstract]:When the main force of knowledge workers have become the core competitiveness of enterprises, many enterprises have combined with the needs and characteristics of knowledge workers, the timely adjustment of the salary system, resulting in the original compensation system can not meet the new era of employee's psychological needs. In this case, the remuneration management system lags behind the constraints of the enterprise management operation, unable to attract the market of talent, can not effectively motivate employees, to help employees develop together, makes the enterprise turnover rate is high, the operation cost of enterprises is also rising, forming a vicious spiral. Based on the above problems, this thesis takes the salary management theory, compensation theory based design method, combined with the original compensation system in A construction company and the problems to be solved, to explore the compensation mode for knowledge workers, put forward new compensation system with A of the company, pay to play The positive role in the process of human resources management. This paper is mainly divided into five parts: the first chapter introduces the related theory of knowledge employee, salary management theory, including the meaning and role of salary and incentive compensation management related theory; classification of salary system, factors to consider knowledge workers compensation system and choice; the second chapter analyzes the situation of A company, including the characteristics of the company, the current situation of human resources, the original salary system and problems; the third chapter analyses the influence factors of the main problems of the compensation system in A company, analyzes the salary structure, job evaluation, salary management, influence factors on the compensation system of A company the fourth chapter is the use of PE; job evaluation system theory, according to the cause of A's current salary system problems, put forward a new salary system, this is the The core part; the fifth chapter is the implementation of the new salary system and the safeguard measures, the analysis of the new salary system and the summary of the unrelated problems.

【學(xué)位授予單位】：浙江工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前1條

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本文編號：1402579