【摘要】：全球經(jīng)濟一體化進程加快使得市場競爭日趨激烈,新技術、新產(chǎn)品不斷應運而生,傳統(tǒng)制造業(yè)產(chǎn)品單一、集約式的發(fā)展模式、缺乏自主創(chuàng)新能力等都極易被市場淘汰,急需轉型升級。企業(yè)的戰(zhàn)略轉型也需要組織結構、人力資源管理等相應管理機制也隨之改變,因而合理、科學地構建、應用和動態(tài)管理企業(yè)的薪酬體系,成為企業(yè)維護人才管理、實現(xiàn)戰(zhàn)略目標的重要手段。本研究通過對現(xiàn)代薪酬內(nèi)涵和管理體系的相關理論、模式等深入研讀和分析,對A公司人力資源現(xiàn)況、薪酬體系現(xiàn)狀和員工滿意度調(diào)查進行剖析,歸納總結了A公司薪酬體系存在的問題,包括薪酬結構未真正體現(xiàn)崗位價值、薪酬分配的公平性方面有所欠缺、薪酬維度的設置上平衡性不足以及薪酬增長機制單一、未充分發(fā)揮薪酬體系的激勵作用,并對影響A公司薪酬體系的內(nèi)外部因素進行了詳細剖析,深入分析了公司崗位評估機制、薪酬結構設計和績效考核機制對薪酬體系發(fā)揮激勵作用的影響�；诂F(xiàn)況分析,本研究運用了要素計點法開展崗位價值評估,對公司內(nèi)部所有崗位進行梳理,撰寫崗位說明書,并對崗位進行價值評估,計算薪點以確定薪酬等級,為薪酬體系優(yōu)化設計提供數(shù)據(jù)基礎。在此基礎上,重新優(yōu)化設計了新的薪酬模式、績效考核制度,并對薪酬維度的權重有所側重,明晰了員工的職業(yè)發(fā)展途徑。最后還研究了實施薪酬體系優(yōu)化過程中遇到的阻力和現(xiàn)實困難,為了減少阻力,推動改革,采取了一系列保障措施,如成立改革小組,定期公示改革通報;建立溝通機制,擴大宣傳影響;完善績效考評機制,強調(diào)激勵功能;優(yōu)化薪酬預算管理,及時兌現(xiàn)工資等。
[Abstract]:The accelerated process of global economic integration makes the market competition increasingly fierce, new technology and new products emerge as the times require, the traditional manufacturing products are single, intensive development model, lack of independent innovation ability and so on are easy to be eliminated by the market. Urgent need for transformation and upgrading. The strategic transformation of the enterprise also needs the organization structure, the corresponding management mechanism such as the human resources management also changes with it, therefore the reasonable, scientific construction, the application and the dynamic management enterprise's salary system, becomes the enterprise maintains the talented person management, An important means of achieving strategic objectives. This study analyzes the current situation of human resources, compensation system and employee satisfaction of Company A through in-depth study and analysis of relevant theories and models of modern salary connotation and management system. The problems of compensation system in company A are summarized, including that the compensation structure does not truly reflect the post value, the fairness of salary distribution is deficient, the compensation dimension is not balanced and the compensation growth mechanism is single. Not giving full play to the incentive role of the compensation system, and the internal and external factors that affect the compensation system of A company are analyzed in detail, and the post evaluation mechanism of the company is deeply analyzed. The influence of salary structure design and performance appraisal mechanism on the incentive effect of salary system. Based on the analysis of the situation, this study uses the method of factor counting to evaluate the position value, combs all the positions in the company, writes the job description, evaluates the position value, calculates the salary point to determine the salary grade. Provides the data basis for the salary system optimization design. On this basis, the new compensation model, performance appraisal system is redesigned, and the weight of compensation dimension is emphasized, and the career development path of employees is clarified. In order to reduce the resistance and promote the reform, a series of safeguard measures have been taken, such as setting up a reform group, publicizing the reform notice regularly, establishing a communication mechanism. Expand the publicity influence, perfect the performance appraisal mechanism, emphasize the incentive function, optimize the salary budget management, realize the salary in time, etc.
【學位授予單位】：哈爾濱理工大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.4

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