發(fā)布時間：2018-03-26 16:53

  本文選題：有色行業(yè)　切入點：崗位績效工資制　出處：《寧夏大學》2017年碩士論文

【摘要】：企業(yè)人力資源管理的核心內容是薪酬管理,合理有效的薪酬體系是激發(fā)員工的積極性與主動性的有效工具,同時促進員工努力實現(xiàn)組織目標,提高組織的效益;先進且適應企業(yè)環(huán)境的薪酬體系還可以提高員工對企業(yè)的滿意度,增強員工愛崗敬業(yè)精神,從而成為進一步吸引、激勵、留住人才的最有力的杠桿。黨的十八屆三中全會中,國企改革被列為經濟改革的重點,其中抓好內部運營機制是關鍵,而薪酬改革又是改善國企運營機制的核心,同時也是推動國有企業(yè)內生改革的動力所在。隨著世界經濟下行壓力的持續(xù)加劇,國企改革布局明顯提速,在去產能等供給側改革推動下,產能過剩領域如煤炭、鋼鐵、建材、有色將是國企改革的重點。本文以有色金屬行業(yè)國有企業(yè)Z公司為研究對象,通過采用訪談法、查閱文獻法、理論與實證相結合的方法,對Z公司現(xiàn)有薪酬管理體系的運行情況進行分析,發(fā)掘公司薪酬體系運行近十年過程中出現(xiàn)的問題,根據(jù)薪酬理論基礎,結合公司內外部環(huán)境,對Z公司的崗位績效工資制薪酬體系進行優(yōu)化研究,最終設計出符合公司發(fā)展現(xiàn)狀、支撐企業(yè)發(fā)展戰(zhàn)略的薪酬體系,同時也希望對我國有色行業(yè)國有企業(yè)探索適合中國國情的薪酬文化和薪酬制度有一定現(xiàn)實參考意義。
[Abstract]:The core content of enterprise human resource management is salary management. A reasonable and effective compensation system is an effective tool to stimulate the enthusiasm and initiative of the staff, at the same time, to promote the staff to achieve the organizational goals and improve the efficiency of the organization. The advanced compensation system, which adapts to the enterprise environment, can also enhance the employees' satisfaction with the enterprise, enhance their devotion to their jobs, and thus become the most powerful lever for further attracting, encouraging, and retaining talented people. At the third Plenary session of the 18th CPC Central Committee, The reform of state-owned enterprises has been listed as the focal point of economic reform, in which the key is to grasp the internal operation mechanism, and the salary reform is the core to improve the operating mechanism of state-owned enterprises. At the same time, it is also the driving force behind the endogenous reform of state-owned enterprises. As the downward pressure on the world economy continues to intensify, the reform layout of state-owned enterprises has obviously accelerated. Driven by supply-side reforms such as deproduction capacity, overcapacity areas such as coal, steel, building materials, Non-ferrous metals will be the focus of state-owned enterprise reform. This paper takes Z Company of nonferrous metal industry as the research object, through adopting interview method, consulting literature method, combining theory with empirical method, Based on the analysis of the current salary management system of Z Company, this paper explores the problems in the course of the company's salary system running in the past ten years, and combines the internal and external environment of the company with the compensation theory basis and the internal and external environment of the company. This paper optimizes the position performance salary system of Z Company, and finally designs the salary system which is in line with the current situation of the company and supports the development strategy of the enterprise. At the same time, it is hoped that it is of practical reference significance to explore the salary culture and compensation system suitable for China's national conditions for the state-owned enterprises in the nonferrous industry.
【學位授予單位】：寧夏大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.32

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本文編號：1668725