LX有限公司薪酬體系優(yōu)化設(shè)計研究
發(fā)布時間：2018-07-29 15:20
【摘要】：隨著我國經(jīng)濟(jì)下行壓力持續(xù)加大,企業(yè)發(fā)展面臨著來自國際經(jīng)濟(jì)形勢、國內(nèi)同行業(yè)競爭及人力資源成本上升等多方面的壓力,越來越多的企業(yè)對加強(qiáng)和優(yōu)化內(nèi)部管理更加重視。國內(nèi)許多企業(yè)由于歷史沿革、發(fā)展的穩(wěn)定和抗風(fēng)險能力等方面的缺陷,以往陳舊的薪酬管理制度跟現(xiàn)代企業(yè)人力資源的發(fā)展存在了鴻溝。所以,需要利用現(xiàn)代科學(xué)性的薪酬管理理論以及方案去改變企業(yè)的薪酬體系,這樣企業(yè)才能順應(yīng)時代的發(fā)展而逐漸壯大。本文將LX有限公司的薪酬體系作為分析對象,通過搜集和閱讀了一系列的薪酬體系相關(guān)理論,接著參考大量跟薪酬管理相關(guān)的資料,結(jié)合LX有限公司經(jīng)營戰(zhàn)略以及薪酬戰(zhàn)略,試圖通過調(diào)查訪談、定量分析等方法,去研究和了解LX有限公司人力資源現(xiàn)狀及薪酬體系。系統(tǒng)總結(jié)并分析了LX有限公司現(xiàn)行薪酬體系結(jié)構(gòu)不合理、缺乏有效激勵機(jī)制、公平性、崗位匹配性及吸引力欠缺等問題,造成員工積極性和主動性下降,難以滿足公司戰(zhàn)略發(fā)展的需求,同時在人力資源管理和經(jīng)營管理工作都帶來了阻礙。基于此,現(xiàn)代薪酬管理理論貫穿于整個文章,通過分析LX有限公司發(fā)展的實際情況,確定采取薪酬水平高于市場平均水平的領(lǐng)先型薪酬策略,結(jié)合公司內(nèi)外部市場環(huán)境,借助工作分析、崗位價值評估以及績效考核指標(biāo)體系建立的過程,通過外部薪酬調(diào)查,將LX有限公司不同類型崗位的薪酬水平進(jìn)行確立,建立了績效與崗位薪酬結(jié)合的模式,對不同崗位類別員工薪酬方案進(jìn)行改進(jìn)優(yōu)化,設(shè)計了一套具有實用意義的適合LX有限公司當(dāng)前發(fā)展情況的薪酬體系,這樣做的目標(biāo)是對我國中小企業(yè)尤其是化工企業(yè)解決薪酬管理中出現(xiàn)的問題,保持企業(yè)科學(xué)發(fā)展提供有效的方案。
[Abstract]:With the increasing downward pressure of China's economy, the development of enterprises is facing the pressure from the international economic situation, domestic competition in the same industry and rising human resource costs, more and more enterprises pay more attention to strengthening and optimizing internal management. Due to the defects of historical evolution, stability of development and ability to resist risks, many domestic enterprises have a gap between the old salary management system and the development of human resources in modern enterprises. Therefore, we need to use the modern scientific salary management theory and plan to change the compensation system of enterprises, so that enterprises can adapt to the development of the times and gradually expand. This paper takes the compensation system of LX Co. Ltd as the object of analysis, through collecting and reading a series of relevant theories of compensation system, then referring to a large number of information related to compensation management, combining with the management strategy and compensation strategy of LX Co., Ltd. This paper attempts to study and understand the present situation of human resources and compensation system of LX Co., Ltd by means of investigation and interview, quantitative analysis and so on. This paper systematically summarizes and analyzes the current salary system structure of LX Co., Ltd., such as unreasonable structure, lack of effective incentive mechanism, fairness, lack of job matching and attraction, which results in the decrease of staff enthusiasm and initiative. It is difficult to meet the needs of the strategic development of the company, at the same time in the human resources management and management work has brought obstacles. Based on this, the modern salary management theory runs through the whole article. By analyzing the actual situation of LX Co., Ltd, it is determined to adopt the leading salary strategy with higher compensation level than the average market level, combined with the internal and external market environment of the company. With the help of job analysis, job value evaluation and the process of establishing performance appraisal index system, through the external salary survey, the compensation level of different types of posts in LX Co., Ltd is established, and the model of combining performance and post compensation is established. By improving and optimizing the compensation scheme of different types of employees, the paper designs a set of compensation system suitable for the current development of LX Co., Ltd., which has practical significance. The aim of this is to provide an effective scheme for the small and medium-sized enterprises in China, especially the chemical enterprises, to solve the problems in salary management and to maintain the scientific development of the enterprises.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92;F426.92
[Abstract]:With the increasing downward pressure of China's economy, the development of enterprises is facing the pressure from the international economic situation, domestic competition in the same industry and rising human resource costs, more and more enterprises pay more attention to strengthening and optimizing internal management. Due to the defects of historical evolution, stability of development and ability to resist risks, many domestic enterprises have a gap between the old salary management system and the development of human resources in modern enterprises. Therefore, we need to use the modern scientific salary management theory and plan to change the compensation system of enterprises, so that enterprises can adapt to the development of the times and gradually expand. This paper takes the compensation system of LX Co. Ltd as the object of analysis, through collecting and reading a series of relevant theories of compensation system, then referring to a large number of information related to compensation management, combining with the management strategy and compensation strategy of LX Co., Ltd. This paper attempts to study and understand the present situation of human resources and compensation system of LX Co., Ltd by means of investigation and interview, quantitative analysis and so on. This paper systematically summarizes and analyzes the current salary system structure of LX Co., Ltd., such as unreasonable structure, lack of effective incentive mechanism, fairness, lack of job matching and attraction, which results in the decrease of staff enthusiasm and initiative. It is difficult to meet the needs of the strategic development of the company, at the same time in the human resources management and management work has brought obstacles. Based on this, the modern salary management theory runs through the whole article. By analyzing the actual situation of LX Co., Ltd, it is determined to adopt the leading salary strategy with higher compensation level than the average market level, combined with the internal and external market environment of the company. With the help of job analysis, job value evaluation and the process of establishing performance appraisal index system, through the external salary survey, the compensation level of different types of posts in LX Co., Ltd is established, and the model of combining performance and post compensation is established. By improving and optimizing the compensation scheme of different types of employees, the paper designs a set of compensation system suitable for the current development of LX Co., Ltd., which has practical significance. The aim of this is to provide an effective scheme for the small and medium-sized enterprises in China, especially the chemical enterprises, to solve the problems in salary management and to maintain the scientific development of the enterprises.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92;F426.92
【相似文獻(xiàn)】
相關(guān)期刊論文 前10條
1 葛培波;注重長期激勵的薪酬策略[J];中國勞動;2002年12期
2 肖勇軍;我國高新技術(shù)企業(yè)成長時期的薪酬策略[J];企業(yè)技術(shù)開發(fā);2003年17期
3 郭勤;中小企業(yè)薪酬策略[J];人才w，
本文編號：2153103
本文鏈接：http://sikaile.net/guanlilunwen/renliziyuanguanlilunwen/2153103.html
最近更新
教材專著
