本文選題：人力資源管理　切入點(diǎn)：薪酬管理　出處：《河北大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：科學(xué)合理的薪酬體系是企業(yè)吸引、激勵、留住人才的重要手段之一。崗位價值評估是保障薪酬體系科學(xué)合理的基礎(chǔ),二者關(guān)聯(lián)性緊密。以崗位價值評估為基礎(chǔ)進(jìn)行薪酬設(shè)計,通過以崗定薪充分體現(xiàn)員工的價值,激發(fā)員工潛能,有效調(diào)動員工的積極性,促進(jìn)企業(yè)快速發(fā)展。本文以英利集團(tuán)為研究對象,主要運(yùn)用了文獻(xiàn)資料調(diào)查法、問卷調(diào)查和訪談法、標(biāo)桿對比法等研究方法,最終為英利集團(tuán)設(shè)計了以崗位價值評估結(jié)果為基礎(chǔ)的寬帶薪酬。通過閱讀大量崗位價值評估和薪酬管理的相關(guān)文獻(xiàn)資料,總則和歸納了科學(xué)的崗位價值評估和薪酬設(shè)計的原則和步驟,為薪酬設(shè)計提供了理論基礎(chǔ)和工作方法;在對公司內(nèi)部大部分員工進(jìn)行問卷調(diào)查和訪談的基礎(chǔ)上,結(jié)合同行業(yè)薪酬水平,診斷了公司目前薪酬管理存在的主要問題;通過崗位分析優(yōu)化現(xiàn)有崗位、崗位價值評估確定各崗位薪酬等級、任職者和崗位任職要求進(jìn)行匹配確定個人薪酬水平等一系列措施,有效解決了目前薪酬水平內(nèi)部不公平、外部不具備競爭力等主要問題。本文在最后針對英利集團(tuán)員工職業(yè)發(fā)展體系和績效考核體系建設(shè)提出了未來研究的展望。
[Abstract]:The scientific and reasonable compensation system is one of the important means for enterprises to attract, encourage and retain talents. The evaluation of post value is the scientific and reasonable basis of ensuring the compensation system, and the two are closely related. In this paper, Yingli Group is taken as the research object, and the method of literature investigation is mainly used, by fully reflecting the value of employees, stimulating the potential of employees, effectively arousing the enthusiasm of employees and promoting the rapid development of enterprises. Questionnaire and interview methods, benchmarking method and other research methods, ultimately designed for Yingli Group based on the results of job value assessment of broadband compensation. Through reading a large number of post value evaluation and compensation management related literature, The general principles and the summary of the principles and steps of scientific job value evaluation and compensation design provide the theoretical basis and working methods for the compensation design, and on the basis of questionnaire survey and interview to the majority of employees in the company, Combined with the pay level of the same industry, the paper diagnosed the main problems existing in the current compensation management of the company, optimized the existing positions through post analysis, and determined the salary levels of each post by the evaluation of the post value. A series of measures, such as matching the requirements of the incumbent and the post to determine the individual salary level, have effectively solved the inequity within the current salary level. At the end of this paper, the author puts forward the prospect of the future research on the construction of Yingli Group employees' career development system and performance appraisal system.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.61

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本文編號：1570363