本文關(guān)鍵詞： 酒店 薪酬體系 薪酬設(shè)計　出處：《山東財經(jīng)大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著21世紀(jì)市場經(jīng)濟(jì)的飛速發(fā)展，企業(yè)之間的競爭愈發(fā)激烈，企業(yè)只有擁有優(yōu)秀的人力資源才能在激烈的競爭中立于不敗之地。然而優(yōu)秀人力資源的獲得需要科學(xué)的人力資源管理，，因此企業(yè)在追求效益最大化的同時，應(yīng)當(dāng)以人為本，以此來防止優(yōu)秀員工的流失。 眾所周知，薪酬管理是人力資源管理中的核心內(nèi)容，合理有效的薪酬管理可以有效激發(fā)員工的工作熱情、吸引和保留優(yōu)秀人才，從而保證企業(yè)目標(biāo)的實現(xiàn)，促進(jìn)企業(yè)的發(fā)展。但是現(xiàn)代企業(yè)薪酬管理仍然存在諸多問題，是現(xiàn)代企業(yè)人力資源管理的薄弱環(huán)節(jié)。大部分企業(yè)依然沿用傳統(tǒng)的薪酬管理制度，薪酬體系結(jié)構(gòu)不合理、薪酬激勵性不足等問題嚴(yán)重制約了企業(yè)的發(fā)展。薪酬體系設(shè)計是建立有效的薪酬管理制度的必要前提和重要組成部分，因此設(shè)計一個科學(xué)合理的薪酬體系對現(xiàn)代企業(yè)的發(fā)展具有重要的指導(dǎo)意義和現(xiàn)實意義。 本文以XW酒店為研究對象，運(yùn)用人力資本理論、薪酬激勵理論，采用案例分析法、訪談法和問卷調(diào)查法，通過對XW酒店員工的薪酬體系進(jìn)行調(diào)查研究和實證分析，發(fā)現(xiàn)該酒店薪酬體系存在的問題及原因，在XW酒店原有的薪酬體系基礎(chǔ)上結(jié)合內(nèi)部環(huán)境和外部環(huán)境的影響因素，對XW酒店薪酬體系進(jìn)行全面優(yōu)化并且提出了該酒店薪酬體系優(yōu)化設(shè)計的具體方案。 本文的主要內(nèi)容分為五章。第一章是本文的緒論，介紹了論文選題的背景和意義、論文主要研究方法和思路、論文的主要內(nèi)容和創(chuàng)新之處并對國內(nèi)外相關(guān)參考文獻(xiàn)做了歸類整理。第二章概述了薪酬體系的相關(guān)理論，包括薪酬和薪酬管理的概念；薪酬體系設(shè)計的概念和構(gòu)成要素；幾種典型的薪酬模式；薪酬體系設(shè)計的基礎(chǔ)理論、薪酬管理的影響因素。第三章在了解XW酒店現(xiàn)有薪酬體系資料的基礎(chǔ)上，運(yùn)用訪談法、問卷調(diào)查法（薪酬滿意度調(diào)查）全面掌握XW酒店的薪酬體系現(xiàn)狀，并在此基礎(chǔ)上對XW酒店薪酬體系的現(xiàn)狀進(jìn)行實證分析（信度、效度檢驗），從而歸納和總結(jié)出XW酒店薪酬體系中存在的問題，并找出問題存在的原因。第四章是本文的重點章節(jié)，根據(jù)薪酬體系優(yōu)化設(shè)計的目的、原則和流程，并結(jié)合該酒店的戰(zhàn)略目標(biāo)對本酒店的薪酬體系進(jìn)行具體的設(shè)計，包括：工作崗位分析與評價、薪酬調(diào)查、薪酬結(jié)構(gòu)和水平的確定等步驟。在此基礎(chǔ)上提出了XW酒店薪酬體系優(yōu)化的具體方案，該酒店新的薪酬體系要素包括四個部分：基本工資、獎金、績效工資和福利，并且明確提出各薪酬要素的結(jié)構(gòu)和水平。第五章提出了XW酒店薪酬體系設(shè)計的保障措施，以此來保障此次薪酬體系設(shè)計的順利進(jìn)行。 本文涉及薪酬體系設(shè)計的全過程，采用理論與實證分析相結(jié)合的科學(xué)方法，希望通過個案分析，對國內(nèi)其他酒店薪酬體系的建設(shè)和管理提供一定的參考和借鑒作用。
[Abstract]:With the rapid development of market economy in 21th century, the competition between enterprises is becoming more and more fierce. Enterprises only have excellent human resources can be in an invincible position in the fierce competition. However, the acquisition of excellent human resources needs scientific human resources management, so enterprises are pursuing the maximum benefit at the same time. People-oriented should be the basis to prevent the loss of outstanding staff. As we all know, salary management is the core content of human resources management, reasonable and effective compensation management can effectively stimulate the enthusiasm of the staff, attract and retain outstanding talents, thus ensuring the realization of enterprise objectives. Promote the development of enterprises. But there are still many problems in modern enterprise compensation management, which is the weak link of modern enterprise human resource management. Most enterprises still follow the traditional salary management system. The unreasonable structure of salary system and insufficient incentive of compensation seriously restrict the development of enterprises. The design of compensation system is the necessary prerequisite and important component of establishing effective salary management system. Therefore, the design of a scientific and reasonable salary system has important guiding and practical significance for the development of modern enterprises. In this paper, XW hotel as the research object, using human capital theory, salary incentive theory, the use of case analysis, interviews and questionnaires. Through the investigation and empirical analysis of the salary system of XW hotel staff, we find the problems and reasons of the hotel compensation system. On the basis of the original salary system of XW hotel, the paper optimizes the compensation system of XW hotel and puts forward the concrete scheme of the optimal design of the compensation system. The main content of this paper is divided into five chapters. The first chapter is the introduction of this paper, introduced the background and significance of the topic, the main research methods and ideas. The main contents and innovations of the paper and the related references at home and abroad have been classified. Chapter two summarizes the relevant theories of compensation system, including the concept of compensation and salary management; The concept and elements of salary system design; Several typical salary models; Based on the basic theory of salary system design and the influencing factors of salary management, the third chapter uses interview method on the basis of understanding the existing compensation system information of XW Hotel. Questionnaire survey (salary satisfaction survey) master the status of XW hotel compensation system, and on the basis of XW hotel compensation system status of empirical analysis (reliability, validity test). In order to sum up and summarize the problems in XW hotel compensation system, and find out the reasons for the problems. Chapter 4th is the key chapter of this paper, according to the purpose, principle and process of the optimal design of the compensation system. And combined with the hotel's strategic objectives of the hotel pay system specific design, including: job analysis and evaluation, compensation survey. On the basis of this, the paper puts forward the concrete plan of optimizing the compensation system of XW Hotel. The elements of the new salary system of XW Hotel include four parts: basic salary and bonus. Performance pay and benefits, and clearly put forward the structure and level of the various pay elements. Chapter 5th proposed the XW hotel compensation system design safeguards, in order to ensure the smooth implementation of the compensation system design. This paper involves the whole process of compensation system design, using the theory and empirical analysis of the combination of scientific methods, hoping to pass the case study. Other domestic hotel compensation system construction and management to provide certain reference and reference.
【學(xué)位授予單位】：山東財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F719

【引證文獻(xiàn)】

相關(guān)期刊論文 前1條

1 翁鳴鳴;林曉雁;;廈門H酒店薪酬管理優(yōu)化研究[J];人力資源管理;2014年06期

相關(guān)碩士學(xué)位論文 前6條

1 石卉卉;揚(yáng)州A酒店服務(wù)人員薪酬制度的優(yōu)化研究[D];揚(yáng)州大學(xué);2017年

2 劉萍萍;A公司薪酬體系優(yōu)化設(shè)計[D];鄭州大學(xué);2016年

3 陳瓊;經(jīng)濟(jì)型酒店“90后”人才激勵問題研究[D];湖北工業(yè)大學(xué);2016年

4 張彥;肥西農(nóng)商行薪酬管理問題與對策研究[D];安徽大學(xué);2015年

5 談秀麗;寧波星級酒店員工流失及其管理對策研究[D];寧波大學(xué);2014年

6 田立陽;PA公司薪酬體系優(yōu)化設(shè)計[D];山東大學(xué);2013年

本文編號：1457853