本文關(guān)鍵詞：CMC公司薪酬優(yōu)化方案研究　出處：《東華大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： CMC公司 固定工資 薪酬激勵 薪酬體系

【摘要】：薪酬,在企業(yè)經(jīng)營管理過程中發(fā)揮非常重要的作用,關(guān)系到企業(yè)宏觀戰(zhàn)略政策層面的設(shè)計(jì),而且還包含企業(yè)微觀執(zhí)行層面的操作,在公司管理中扮演了不可或缺的角色。從員工個人角度來看,它回報(bào)了員工個人付出,也反映了員工個人價(jià)值,是企業(yè)對員工個人付出的認(rèn)可。因此,富有有效性、積極性的薪酬政策不但是公司可持續(xù)發(fā)展的動力源,而且能充分調(diào)動員工的執(zhí)行力和創(chuàng)新力,為企業(yè)的高速發(fā)展做出貢獻(xiàn)。薪酬優(yōu)化是企業(yè)規(guī)劃未來、做強(qiáng)做大的戰(zhàn)略選擇。隨著中國經(jīng)濟(jì)持續(xù)高速發(fā)展,人們消費(fèi)渠道的多樣性拓展,一線國際奢侈品牌涌入中國,奢侈品零售行業(yè)中各品牌都面臨殘酷激烈的競爭。而競爭的本質(zhì)實(shí)際上就是人才的競爭,任何企業(yè)要想在競爭中取勝,就必須認(rèn)識到人力資源管理的重要性。為了發(fā)揮人力資源在組織運(yùn)營管理的戰(zhàn)略地位,本研究采取理論聯(lián)系實(shí)際的分析方法,針對CMC公司目前員工工作動力不足,工作主動性不強(qiáng)的現(xiàn)象,通過對CMC公司的核心員工以及一線銷售人員進(jìn)行調(diào)查問卷分析以及同行企業(yè)訪談的結(jié)果,診斷出企業(yè)員工工作動力不足,工作主動性不強(qiáng)的原因,并提出相應(yīng)的改善方案,進(jìn)行薪酬的優(yōu)化,提升企業(yè)整體效益。本文首先梳理了薪酬管理層面的知識,介紹薪酬管理的構(gòu)成、概念、功能,并對薪酬設(shè)計(jì)的原則、方法和步驟展開具體的闡述。通過對CMC公司員工進(jìn)行薪酬調(diào)研,客觀系統(tǒng)地分析CMC公司目前薪酬管理體系現(xiàn)狀。其次,通過分析企業(yè)行業(yè)特點(diǎn)、發(fā)展階段、市場競爭形勢以及CMC的戰(zhàn)略目標(biāo)和員工情況,找出CMC公司目前面臨的問題就是現(xiàn)有的薪酬制度不夠科學(xué),不夠合理。再次,應(yīng)運(yùn)“通用人才市場緊跟、核心人才市場領(lǐng)先”的薪酬原則,薪酬優(yōu)化設(shè)計(jì)根據(jù)店鋪不同職位的員工進(jìn)行了崗位價(jià)值評估。并對現(xiàn)有的提成獎金方案,使用理論與實(shí)踐相結(jié)合的辦法,以及定性定量結(jié)合的兩種分析法,設(shè)計(jì)出來一套與CMC公司現(xiàn)況相適應(yīng)的薪酬管理體系。最后,在文化上、流程化、制度上保障薪酬管理優(yōu)化實(shí)施,通過制定全方位的溝通機(jī)制讓管理層和員工認(rèn)識到薪酬優(yōu)化的必要性,在企業(yè)內(nèi)部宣講薪酬管理體系優(yōu)化的思路,消除員工反感薪酬改革的情緒,推動他們自行增強(qiáng)職位技能、工作效率,再設(shè)計(jì)職業(yè)規(guī)劃。通過企業(yè)的文化建設(shè),保證薪酬改革的順利實(shí)行,使企業(yè)的競爭能力提升,保證企業(yè)可持續(xù)發(fā)展目標(biāo)的完成。本文的貢獻(xiàn)點(diǎn)是優(yōu)化了現(xiàn)有固定薪酬和浮動薪酬方案,具有非常強(qiáng)的可操作性。
[Abstract]:Compensation, which plays a very important role in the process of enterprise management, is related to the design of the macro strategic policy level, and also includes the microcosmic executive level of the operation of the enterprise. It has played an indispensable role in the management of the company. From the perspective of individual employees, it returns the individual pay of employees, reflects the personal value of employees, and is the recognition of individual employees. Effective and positive salary policy is not only the power source of sustainable development of the company, but also can fully mobilize the executive and innovation of employees. To contribute to the rapid development of enterprises. Salary optimization is a strategic choice for enterprises to plan for the future and strengthen and grow. With the sustained and rapid development of China's economy, the diversity of people's consumption channels expand. First-line international luxury brands pour into China, all brands in the luxury retail industry are facing cruel and fierce competition, and the essence of the competition is actually the competition of talent, any enterprise wants to win in the competition. We must realize the importance of human resource management. In order to give play to the strategic position of human resources in the organization and operation management, this study adopts the analytical method of combining theory with practice. In view of the lack of motivation and initiative of CMC employees at present, the results of questionnaire analysis and peer interviews on the core employees and front-line salespeople of CMC Company are given. To diagnose the reasons for the lack of motivation and initiative of the employees, and put forward the corresponding improvement plan, to optimize the compensation, enhance the overall efficiency of the enterprise. Firstly, this paper combs the knowledge of salary management level. This paper introduces the composition, concept, function, principle, method and step of salary design. Through the research of CMC employees' compensation. Objective and systematic analysis of the current status of CMC compensation management system. Secondly, through the analysis of the characteristics of the enterprise industry, development stage, market competition situation and the strategic objectives of CMC and staff situation. To find out the problem that CMC is facing is that the current compensation system is not scientific and reasonable. Thirdly, the principle of "General talent market follows closely and core talent market leads" should be carried out. The optimization design of compensation is based on the evaluation of the position value of the employees in different positions of the shop. The existing scheme of commission bonus, the method of combining theory with practice, and the two methods of qualitative and quantitative analysis are also used. Design a set of compensation management system suitable to the current situation of CMC company. Finally, in culture, process, system to ensure the optimal implementation of compensation management. Through the establishment of a comprehensive communication mechanism to enable management and staff to realize the necessity of salary optimization, in the enterprise to promote the idea of optimization of the pay management system, eliminate the staff antipathy to the compensation reform sentiment. Promote them to enhance their job skills, work efficiency, re-design career planning. Through the construction of corporate culture, ensure the smooth implementation of salary reform, so as to enhance the competitiveness of enterprises. The contribution of this paper is to optimize the existing fixed salary and floating salary scheme, which has very strong maneuverability.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F279.26

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