【摘要】：科學(xué)的績(jī)效薪酬可以極大激發(fā)公司員工工作動(dòng)力,成為企業(yè)薪酬改革的重要選擇。然而,當(dāng)前績(jī)效薪酬實(shí)施中績(jī)效評(píng)定不夠客觀、薪酬構(gòu)成不盡合理等問題經(jīng)常出現(xiàn),不僅影響了內(nèi)部公平,也影響了員工工作熱情。因此,需要制定一套科學(xué)、客觀的績(jī)效薪酬體系,以發(fā)揮其激勵(lì)作用。另外,建筑行業(yè)是一個(gè)蘊(yùn)含著巨大利潤(rùn)、角逐日趨激烈的行業(yè),激發(fā)該領(lǐng)域員工積極性,將對(duì)企業(yè)經(jīng)營(yíng)產(chǎn)生巨大影響。山東華建集團(tuán)作為建筑業(yè)內(nèi)的專業(yè)企業(yè),也面臨員工薪酬滿意度低、工作積極性不足、行業(yè)薪酬競(jìng)爭(zhēng)壓力大與人員流動(dòng)快等問題,如何改善薪酬體系、穩(wěn)定員工隊(duì)伍已經(jīng)成為該企業(yè)面臨的戰(zhàn)略任務(wù)。有鑒于此,本文以山東華建集團(tuán)公司戰(zhàn)略轉(zhuǎn)型為研究背景,以調(diào)動(dòng)人員積極性、挖掘員工工作潛能,促進(jìn)公司核心業(yè)務(wù)穩(wěn)健增長(zhǎng)為根本目的,結(jié)合量化薪酬體系理論,論文構(gòu)建出一套市場(chǎng)化、多元化的科學(xué)可行的量化薪酬激勵(lì)體系。首先,采用人員訪談、問卷調(diào)研等多種手段深入山東華建集團(tuán)公司調(diào)研,揭示該公司當(dāng)前在人員薪酬體系中存在的問題,并挖掘問題存在的根源;在給出量化績(jī)效薪酬體系設(shè)計(jì)原則基礎(chǔ)上,確定了量化績(jī)效薪酬基數(shù)、個(gè)人績(jī)效系數(shù)以及崗位差異補(bǔ)償系數(shù),設(shè)計(jì)了薪酬結(jié)構(gòu)與等級(jí),并給出合理的績(jī)效評(píng)價(jià)體系,結(jié)合評(píng)價(jià)結(jié)果設(shè)計(jì)了完善績(jī)效薪酬方案。最后,從量化績(jī)效薪酬管理與實(shí)施保障兩個(gè)方面提出了方案實(shí)施對(duì)策。研究不僅可為山東華建集團(tuán)績(jī)效薪酬優(yōu)化提供有效決策支持,也可為同類企業(yè)的薪酬管理提供有效參照。
[Abstract]:The scientific performance compensation can greatly stimulate the employees' working motivation and become an important choice of the enterprise salary reform. However, at present, the performance evaluation is not objective enough in the implementation of performance pay, the unreasonable salary composition and other problems often appear, not only affect the internal fairness, but also affect the enthusiasm of employees. Therefore, it is necessary to establish a set of scientific, objective performance compensation system to play its incentive role. In addition, the construction industry is an industry with huge profits and fierce competition, which will stimulate the enthusiasm of the employees in this field, and will have a great impact on the operation of the enterprise. As a professional enterprise in the construction industry, Shandong Hua Jian Group is also faced with the problems of low salary satisfaction, insufficient enthusiasm for work, great pressure on salary competition in the industry and the rapid movement of personnel, how to improve the salary system, and so on. Stabilizing the workforce has become a strategic task for the enterprise. In view of this, this article takes Shandong Hua Jian Group's strategic transformation as the research background, in order to arouse the staff enthusiasm, excavates the employee's work potential, promotes the company's core business steady growth as the basic purpose, combines the quantification salary system theory, This paper constructs a set of market-oriented, diversified, scientific and feasible quantitative salary incentive system. First of all, by means of personnel interview, questionnaire and so on, the author goes deep into Shandong Hua Jian Group Company to reveal the problems existing in the compensation system of the staff, and to explore the root causes of the problems. On the basis of the design principle of the quantitative performance compensation system, this paper determines the quantitative performance compensation base, individual performance coefficient and post difference compensation coefficient, designs the salary structure and grade, and gives a reasonable performance evaluation system. Combined with the evaluation results, a perfect performance compensation scheme is designed. Finally, from the quantitative performance compensation management and implementation of the two aspects of the implementation of countermeasures. The research can not only provide effective decision support for performance and salary optimization of Shandong Huashan Construction Group, but also provide effective reference for salary management of similar enterprises.
【學(xué)位授予單位】：哈爾濱理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.92

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