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  本文關(guān)鍵詞： 績效考核 薪酬 技能型員工 信息不對稱　出處：《五邑大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：企業(yè)的可持續(xù)成長與和諧發(fā)展,從根本上取決于企業(yè)的核心能力和競爭優(yōu)勢。然而隨著全球競爭和知識經(jīng)濟的到來,制造型企業(yè)基于物質(zhì)資本的競爭優(yōu)勢正在不斷減弱,產(chǎn)品、技術(shù)、經(jīng)營模式等正在趨于同質(zhì)化,企業(yè)競爭的核心逐漸聚焦于人才的競爭,人力資本成為企業(yè)的核心能力和競爭優(yōu)勢的來源,是企業(yè)可持續(xù)發(fā)展的根本推動力。因此企業(yè)核心能力和競爭優(yōu)勢的基礎(chǔ)與源泉在很大程度上就是人才資源,人力資源管理也必然成為企業(yè)管理的重中之重工作,對支撐企業(yè)整體發(fā)展有著重要作用。對于制造行業(yè)來說,技能型員工是企業(yè)人力資本的重要組成部分,其績效考核與薪酬設(shè)計是人力資源管理的核心環(huán)節(jié)之一,同時又是招聘、培訓(xùn)和人員晉升獎懲的主要依據(jù)。因此,在制造型企業(yè)內(nèi)部建立科學(xué)合理且能夠有效激勵技能型員工的績效考核與薪酬機制是發(fā)揮員工主動性和創(chuàng)造性以及提升企業(yè)核心競爭力的重心所在,也是順應(yīng)經(jīng)濟發(fā)展態(tài)勢、技術(shù)創(chuàng)新發(fā)展的大勢所趨。本文選題為制造型企業(yè)中技能型員工的績效考核與薪酬設(shè)計,首先從選題背景與意義、國內(nèi)外關(guān)于績效和薪酬的研究現(xiàn)狀、研究內(nèi)容與創(chuàng)新點這幾個方面對本文做簡要概述。其次,闡述與分析績效與薪酬的相關(guān)理論基礎(chǔ)知識,目的在于找出適合我國技能型員工發(fā)展所需要的績效考核與薪酬機制設(shè)計的理論依據(jù)。再次,根據(jù)已有的研究成果總結(jié)出我國目前企業(yè)中技能型員工績效考核與薪酬管理存在的主要問題,并應(yīng)用解釋結(jié)構(gòu)模型分析這些問題的相互影響關(guān)系,指出問題存在的最深層次原因——績效考核與薪酬管理缺乏有效的溝通,為解決問題找到切入點。然后,是從信息不對稱的視角運用委托代理理論設(shè)計薪酬激勵機制,以這種機制為基礎(chǔ)進行技能型員工的績效考核與薪酬設(shè)計。最后,筆者通過參與SD公司人力資源管理咨詢的實踐學(xué)習(xí),從理論和實踐相結(jié)合的角度對SD公司的績效考核和薪酬體系進行了重新設(shè)計,作為制造型企業(yè)中技能型員工績效考核和薪酬體系設(shè)計的案例研究,希望在為本企業(yè)解決問題的同時能為類似企業(yè)提供價值性的參考。
[Abstract]:The sustainable growth and harmonious development of enterprises depend fundamentally on the core competence and competitive advantages of enterprises. However, with the advent of global competition and knowledge economy. The competitive advantage of manufacturing enterprises based on material capital is weakening, products, technologies, business models and so on are becoming homogenized, the core of enterprise competition is gradually focusing on the competition of talents. Human capital has become the source of the core competence and competitive advantage of the enterprise and the fundamental driving force of the sustainable development of the enterprise. Therefore, the foundation and source of the core competence and competitive advantage of the enterprise is to a large extent human resources. Human resource management must also become the most important part of the enterprise management, which plays an important role in supporting the overall development of the enterprise. For the manufacturing industry, skilled employees are an important part of the enterprise human capital. Its performance appraisal and salary design is one of the core links of human resources management, and it is also the main basis of recruitment, training and personnel promotion rewards and punishments. The establishment of scientific and reasonable performance appraisal and compensation mechanism for skilled employees is the focus of giving full play to the initiative and creativity of employees and enhancing the core competitiveness of enterprises. It is also in line with the trend of economic development and the general trend of technological innovation development. This topic is the performance appraisal and salary design of skilled employees in manufacturing enterprises, first of all, from the background and significance of the topic. At home and abroad on the performance and compensation research status, research content and innovation of these several aspects to do a brief overview of this paper. Secondly, explain and analyze the performance and compensation related theoretical basis knowledge. The purpose is to find out the theoretical basis of performance appraisal and salary mechanism design for the development of skilled employees in China. According to the existing research results, this paper summarizes the main problems existing in the performance appraisal and salary management of skilled employees in Chinese enterprises, and applies the explanatory structure model to analyze the relationship between these problems. Points out the deepest reason of the problem-performance appraisal and salary management lack of effective communication, to solve the problem to find a starting point. Then. Is from the information asymmetry angle of view uses the principal-agent theory to design the salary incentive mechanism, based on this mechanism carries on the technical staff performance appraisal and the salary design. Finally. The author redesigns the performance appraisal and compensation system of SD company from the angle of combining theory and practice by participating in the practice study of human resource management consulting of SD company. As a case study of the performance appraisal and compensation system design of skilled employees in manufacturing enterprises, it is hoped that it can provide a valuable reference for similar enterprises while solving problems.
【學(xué)位授予單位】：五邑大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92

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本文編號：1447531