本文選題：薪酬體系　切入點(diǎn)：優(yōu)化設(shè)計　出處：《廣西師范大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：薪酬管理是現(xiàn)代企業(yè)管理中不可或缺的重要組成部分,在激勵員工積極性、節(jié)約經(jīng)營成本和提高企業(yè)競爭力都發(fā)揮著重要的作用。戰(zhàn)略性激勵是現(xiàn)代人力資源管理的核心理念。在以戰(zhàn)略性激勵為核心理念的人力資源管理體系中,薪酬管理成為實(shí)現(xiàn)企業(yè)戰(zhàn)略目標(biāo)、推動組織績效水平不斷提升的核心管理職能之一�，F(xiàn)代薪酬管理就是一種戰(zhàn)略性廣義薪酬整合激勵管理,簡稱戰(zhàn)略薪酬管理。隨著社會市場經(jīng)濟(jì)的發(fā)展,綠色發(fā)展成為經(jīng)濟(jì)社會發(fā)展的一個基本理念,生態(tài)環(huán)境保護(hù)問題日益重要。自然保護(hù)區(qū)對于保護(hù)生態(tài)環(huán)境和自然資源、維持生態(tài)平衡和促進(jìn)經(jīng)濟(jì)可持續(xù)發(fā)展有著重要的意義。自然保護(hù)區(qū)的正常運(yùn)行需要聘用人員,對于聘用人員可以采用企業(yè)化的管理,來達(dá)到提高辦事效率、增強(qiáng)內(nèi)部服務(wù)功能的效果。薪酬管理是人力資源管理中的重要內(nèi)容。但由于歷史原因和客觀因素,自然保護(hù)區(qū)的人力資源管理基礎(chǔ)薄弱,薪酬管理存在很多問題,不能滿足自然保護(hù)區(qū)發(fā)展的需要。因此,探究自然保護(hù)區(qū)如何設(shè)計一個公平而有效的薪酬管理體系,充分發(fā)揮薪酬的激勵作用,吸引和保留人才顯得十分緊迫而重要。本文首先從理論上闡述了薪酬的基本概念和現(xiàn)代薪酬管理理論,以及薪酬管理體系。介紹了國內(nèi)自然保護(hù)區(qū)的管理現(xiàn)狀。接著選擇M自然保護(hù)區(qū)為研究對象進(jìn)行薪酬管理體系優(yōu)化設(shè)計,采用理論分析和實(shí)際分析的方法,以人力資源管理知識為基礎(chǔ),綜合運(yùn)用經(jīng)濟(jì)學(xué)、管理學(xué)、心理學(xué)等相關(guān)學(xué)科知識,結(jié)合問卷調(diào)查的方式,分析M自然保護(hù)區(qū)薪酬體系現(xiàn)狀和存在的問題。接著根據(jù)M自然保護(hù)區(qū)實(shí)際情況,在戰(zhàn)略性薪酬理論指導(dǎo)下,遵循薪酬管理體系優(yōu)化的原則和步驟,以全面薪酬為框架,以崗位薪酬為基礎(chǔ),以績效工資為激勵,采用適合扁平化組織的崗位和技能相結(jié)合的寬帶型薪酬結(jié)構(gòu),提出M自然保護(hù)區(qū)薪酬管理體系優(yōu)化設(shè)計的具體內(nèi)容:以職位分析和評價為基礎(chǔ)確定基本薪酬,注重公平的激勵制度,基本福利和彈性福利制度,培訓(xùn)和人才發(fā)展,工作和生活的平衡、注重組織文化等非經(jīng)濟(jì)性薪酬。最后為保障薪酬管理體系優(yōu)化設(shè)計方案的順利實(shí)施,提出了相應(yīng)的保障措施。M自然保護(hù)區(qū)是國家級自然保護(hù)區(qū),也是全國示范性建設(shè)自然保護(hù)區(qū)。在薪酬體系優(yōu)化設(shè)計的過程中,本文以薪酬理論為指導(dǎo),結(jié)合M自然保護(hù)區(qū)的實(shí)際情況,通過觀察法、工作日志法、訪談法收集職位分析信息,進(jìn)行崗位描述;采用要素計點(diǎn)法來進(jìn)行職位的等級劃分,從而設(shè)計以戰(zhàn)略薪酬為導(dǎo)向,職位和技能相結(jié)合的薪酬體系。優(yōu)化設(shè)計激勵薪酬的分配方法和管理方法,通過完善績效考核制度,明確績效工資預(yù)算、績效考核和績效工資發(fā)放過程,保證績效工資分配的公平性和程序的公平性。完善員工福利內(nèi)容,增加了彈性福利制度。提供培訓(xùn)機(jī)會和職業(yè)發(fā)展,充分發(fā)揮員工的主觀能動性。根據(jù)M自然保護(hù)區(qū)行政事業(yè)單位的公益性性質(zhì),更加注重非經(jīng)濟(jì)薪酬的激勵作用。優(yōu)化后的薪酬體系設(shè)計方案,旨在符合M自然保護(hù)區(qū)的戰(zhàn)略需求,提升薪酬管理水平,通過薪酬的激勵作用,充分發(fā)揮聘用人員的主觀能動性和積極性,鼓勵員工和保護(hù)區(qū)共同發(fā)展。本文以M自然保護(hù)區(qū)的薪酬體系優(yōu)化設(shè)計為例,根據(jù)自然保護(hù)區(qū)的實(shí)際情況,以戰(zhàn)略薪酬為指導(dǎo),結(jié)合全面薪酬和寬帶薪酬概念,設(shè)計了以職位和技能結(jié)合的薪酬體系。沒有一味地追求提高經(jīng)濟(jì)性薪酬,而是優(yōu)化薪酬結(jié)構(gòu),通過薪酬分配和實(shí)施來實(shí)現(xiàn)薪酬的激勵作用。同時注重非經(jīng)濟(jì)性薪酬的激勵作用。保障措施和調(diào)整體制讓薪酬優(yōu)化設(shè)計方案能在實(shí)踐中順利實(shí)施。探討了自然保護(hù)區(qū)這一類公益性單位中聘用人員企業(yè)化管理的可能性,為類似的自然保護(hù)區(qū)提供薪酬體系優(yōu)化的思路和參考。
[Abstract]:Salary management is an important part of modern enterprise management, the employee motivation, plays an important role to save the operating costs and improve the competitiveness of enterprises. The strategic incentive is the core concept of modern human resource management. The core idea of human resource management system with strategic incentive, salary management has become the enterprise one of the strategic objectives, promote and improve the organization performance level of the core management functions. The modern salary management is a kind of generalized strategic integration incentive management, referred to as the strategic compensation management. With the development of social market economy, green development has become a basic concept of economic and social development, ecological environment protection has become increasingly important for the protection of nature reserves. The ecological environment and natural resources, maintaining ecological balance and has important significance to promote the sustainable development of economy. The normal operation of nature reserve needs to hire staff, for staff can be used in enterprise management, to improve work efficiency, enhance the service function of internal effect. Compensation management is an important content of human resource management. But due to historical reasons and objective factors, human resources management based on natural protection area is weak, the salary management there are a lot of problems, can not meet the needs of the development of nature reserves. Therefore, how to design a fair and effective salary management system of Nature Reserve, give full play to the role of incentive pay to attract and retain talent is very urgent and important. This paper describes the basic concept of salary and modern salary management theory and salary management system. The management status of domestic natural reserve. Then select the M nature reserve as the research object of salary management Optimization of system design, using the method of theoretical analysis and practical analysis, the human resources management knowledge, comprehensive use of economics, management science, psychology and other related knowledge, combined with the questionnaire survey, analysis of M natural protection status and the existing salary system area. Then according to the M Nature Reserve in the actual situation, guide the strategic compensation theory, follow the principles and procedures of compensation management system optimization, based on total compensation framework, with salary based on performance salary incentive, broadband compensation structure suitable for flat organizational position and skills combined with the proposed area, compensation management system optimization design of the specific content of natural protection M in job analysis and evaluation to determine the basic salary, equity incentive system, basic welfare and flexible welfare system, personnel training and development, work and life On balance, organizational culture and other non economic compensation. Finally, in order to ensure the smooth implementation of salary management system optimization design, puts forward corresponding measures of the.M nature reserve is a National Nature Reserve, is a national demonstration of the construction of natural reserves. In the process of optimizing the design of the compensation system, based on the compensation theory the guidance, combined with the actual situation of M nature reserve, through observing the law, work logs, interviews to collect information of job analysis, job description; the grade point method for position, so as to design on the strategy oriented compensation, job and skill salary system combined with allocation method and management method. Optimization design of incentive compensation, by improving the performance appraisal system, clear performance salary budget, performance assessment and payroll process, ensure fairness and process performance wage distribution The fairness of the order. Improve the content of employee benefits, increase the flexibility of the welfare system. Provide training and occupation development opportunities, give full play to the initiative of employees. According to the nature of the unit area administrative nature reserve M, pay more attention to the incentive effect of non economic compensation. The compensation system optimized design, in order to meet the strategy M nature reserve, enhance the salary management level, through the incentive function of compensation, give full play to the initiative and enthusiasm of the staff, and encourage employees to reserve common development. Based on the M nature reserve compensation system optimization design as an example, according to the actual situation of nature reserves, to pay for the strategy the guidance, combined with a comprehensive compensation and broadband compensation concept, designed with the job and skill salary system. Not blindly pursuit to improve economic compensation, but to optimize the salary structure, pass The implementation of incentive pay compensation allocation and implementation. At the same time pay attention to the incentive effect of non economic salary. Safeguard measures and adjust the system to compensation optimization design scheme can be successfully implemented in practice. To explore the possibility of hiring management personnel of the enterprise nature reserve this kind of public welfare units, providing compensation system optimization ideas and reference for the similar nature reserve.

【學(xué)位授予單位】：廣西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：D630.3

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