本文選題：IPD + 薪酬��； 參考：《湖南工業(yè)大學》2017年碩士論文

【摘要】：企業(yè)的生存和發(fā)展需要積極適應市場變化和需求,不斷提高產(chǎn)品競爭力,IPD管理模式能有效地應對市場的需求,在實施IPD管理模式變革的背景下,人力資源管理就需要研究與之配套的薪酬與績效管理機制,牽引員工主動迎合組織機構(gòu)的變革,并通過“學習型組織”、“成事為先”等優(yōu)秀文化來融合,形成合力,從而助推變革的成功與組織績效的提升。本文通過對ZZS公司現(xiàn)有的縱向職能管控結(jié)構(gòu)的薪酬與績效管理現(xiàn)狀研究發(fā)現(xiàn),ZZS公司薪酬與績效管理現(xiàn)狀可以歸納為:無論組織還是個人每年均會制定年度績效協(xié)議,績效指標層層分解,各部門的組織績效指標獨立性較強,各部門由公司決策層負責考核,部門員工由部門負責人考核,考核結(jié)果皆應用于薪酬應用中,同時也會與職業(yè)發(fā)展、培訓、職務等掛鉤,但自引入IPD管理模式之后,并未對現(xiàn)有的薪酬與績效管理模式做出任何改變,對于IPD團隊成員來說,增加IPD模式無非就是多了一種組織形態(tài)、多了一個分配工作任務的領(lǐng)導,因此,本文基于IPD模式的管理特點研究及薪酬績效理論進行分析,結(jié)合對ZZS公司的薪酬與績效管理現(xiàn)狀研究,通過應用薪酬理論、績效理論及結(jié)合組織行為學中的團隊理論、激勵理論和管理經(jīng)濟學中的機會成本、帕累托改進理論等思想,對基于IPD模式的薪酬與績效管理機制進行有效設計。
[Abstract]:The survival and development of enterprises need to actively adapt to market changes and needs, and constantly improve the competitiveness of products. IPD-based management model can effectively respond to market demand. Under the background of implementing the reform of IPD management mode, Human resources management needs to study the corresponding compensation and performance management mechanism, lead employees to actively cater to the organizational changes, and through "learning organization", "success first" and other excellent culture to integrate, form a joint force. So as to promote the success of change and organizational performance. Through the research on the status quo of compensation and performance management of ZZS's vertical function control structure, this paper finds that the present situation of compensation and performance management can be summarized as follows: both organizations and individuals make annual performance agreements every year. The performance indicators are decomposed layer by layer, the organizational performance indicators of each department are independent, each department is assessed by the decision-making level of the company, and the staff of the department is assessed by the department head. The results of the appraisal are applied in the application of salary, and at the same time, the evaluation results are also applied to the career development. Training, jobs, etc., but since the introduction of IPD management mode, has not made any changes to the existing compensation and performance management model, for IPD team members, adding the IPD model is nothing more than an organizational form, Therefore, based on the management characteristics of IPD model and salary performance theory analysis, combined with the current situation of compensation and performance management of ZZS company, through the application of compensation theory, Performance theory, combined with team theory in organizational behavior, opportunity cost in incentive theory and management economics, and Pareto improvement theory, are used to effectively design the compensation and performance management mechanism based on IPD model.
【學位授予單位】：湖南工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F279.26

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