本文選題：優(yōu)化分析　切入點(diǎn)：薪酬體系　出處：《西北農(nóng)林科技大學(xué)》2017年碩士論文

【摘要】：房地產(chǎn)行業(yè)在過(guò)去十幾年的發(fā)展中,一直處于高收益型行業(yè),但借助于改進(jìn)房地產(chǎn)企業(yè)的管理水平,從而通過(guò)提升企業(yè)品質(zhì)來(lái)獲的更高利潤(rùn)的能力明顯不足。這充分說(shuō)明房地產(chǎn)企業(yè)有“重經(jīng)營(yíng)、輕管理”的現(xiàn)象存在,商業(yè)經(jīng)營(yíng)方面的模式不夠成熟。在薪酬管理方面,更是無(wú)經(jīng)驗(yàn)可以借鑒,房地產(chǎn)行業(yè)的薪酬體系架構(gòu)既不成熟也不完善。本文以振興房地產(chǎn)開(kāi)發(fā)公司現(xiàn)有的薪酬制度為出發(fā)點(diǎn),在文獻(xiàn)綜述及實(shí)地調(diào)研基礎(chǔ)上,借鑒人力資源管理及薪酬管理相關(guān)理論,結(jié)合行業(yè)趨勢(shì)以及振興房地產(chǎn)企業(yè)的發(fā)展戰(zhàn)略,分析本企業(yè)現(xiàn)有薪酬體系的優(yōu)缺點(diǎn),嘗試建立新的薪酬管理體系,形成一套科學(xué)的企業(yè)管理體系,并付諸實(shí)踐。文章分五個(gè)方面闡述,一是介紹本文的研究目的等內(nèi)容;二是敘述薪酬優(yōu)化設(shè)計(jì)的相關(guān)理論;三是分析振興房地產(chǎn)公司薪酬體系現(xiàn)狀;第四部分提出新的振興房地產(chǎn)企業(yè)的薪酬體系方案;五是論述制度保障措施。新的薪酬體系明確了薪酬的策略,對(duì)薪酬總額的確定明確了原則,針對(duì)不同的崗位,采用不同的方案,加強(qiáng)了薪酬制度的激勵(lì)因素。本文主要研究結(jié)論為:進(jìn)一步認(rèn)識(shí)明確了薪酬體系對(duì)人才進(jìn)行有效監(jiān)管的重要性,能夠?qū)φ衽d房地產(chǎn)企業(yè)的員工產(chǎn)生非常大的激勵(lì)作用,一方面能夠提高振興房地產(chǎn)企業(yè)的生產(chǎn)效率,另外還能夠?qū)φ衽d房地產(chǎn)公司的可持續(xù)發(fā)展產(chǎn)生一定的作用;二是目前房地產(chǎn)行業(yè)經(jīng)過(guò)發(fā)展,他們的管理模式逐步由粗放型向精細(xì)化經(jīng)營(yíng)轉(zhuǎn)變,人才的充分儲(chǔ)備將是公司未來(lái)發(fā)展的核心因素;三是薪酬體系建立的目的是為了保證公司利益和員工利益最大化的有機(jī)統(tǒng)一,又能夠與公司的戰(zhàn)略目標(biāo)一致;四是薪酬體系不是一成不變的,必然隨社會(huì)經(jīng)濟(jì)的發(fā)展而靈活變化。
[Abstract]:The real estate industry has been in a high-income industry in the past decade, but with the help of improving the management level of real estate enterprises, Thus, the ability to gain higher profits by improving the quality of the enterprise is obviously insufficient. This fully shows that the real estate enterprises have the phenomenon of "putting more emphasis on management than on management", and that the mode of business operation is not mature enough. In terms of salary management, There is no experience to learn from, the real estate industry salary system structure is neither mature nor perfect. This paper, based on the literature review and field research, takes the existing compensation system of the real estate development company as the starting point. Referring to the theories of human resource management and salary management, combining with the industry trend and the development strategy of revitalizing the real estate enterprises, this paper analyzes the advantages and disadvantages of the existing compensation system of this enterprise, and tries to establish a new salary management system. Form a set of scientific enterprise management system and put it into practice. The article is divided into five aspects: one is to introduce the purpose of this paper, the other is to describe the relevant theory of salary optimization design. Third, it analyzes the current situation of the salary system of revitalizing the real estate company; the fourth part puts forward the new plan of the salary system for the revitalization of the real estate enterprise; fifth, it discusses the safeguard measures of the system. The new compensation system clarifies the strategy of the compensation. The principle of determining the total amount of remuneration is clear, and different programs are adopted for different positions. The main conclusions of this paper are as follows: further understanding the importance of effective supervision of talent in the compensation system can give a great incentive to the staff of revitalizing real estate enterprises. On the one hand, it can improve the production efficiency of revitalizing real estate enterprises, on the other hand, it can also play a certain role in revitalizing the sustainable development of real estate companies; second, the current real estate industry has been developed. Their management mode is gradually changing from extensive management to fine management, and the sufficient reserve of talents will be the core factor for the future development of the company; third, the purpose of establishing the compensation system is to ensure the organic unity of maximizing the interests of the company and the employees. Fourth, the salary system is not fixed and must change flexibly with the development of social economy.
【學(xué)位授予單位】：西北農(nóng)林科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F299.233.4

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