【摘要】：人力資源管理是當(dāng)今組織管理中關(guān)鍵,它關(guān)系著組織者生存與發(fā)展,也是組織提升核心競(jìng)爭(zhēng)力的第一資源。人力資源管理包括了六大板塊,其中薪酬管理是人力資源管理中的難點(diǎn)也是員工關(guān)心的重點(diǎn)內(nèi)容。如何通過(guò)科學(xué)的薪酬管理來(lái)吸引員工,留住員工,激發(fā)員工的工作積極性和創(chuàng)新能力,是現(xiàn)代組織需要重視的問題。隨著經(jīng)濟(jì)的發(fā)展,人才成為當(dāng)代組織的核心競(jìng)爭(zhēng)力。而對(duì)于民辦高校,對(duì)于高學(xué)歷高素質(zhì)高技能型的人才需求更是迫切,如何提升民辦高校的辦學(xué)質(zhì)量與辦學(xué)條件,就必須通過(guò)完善薪酬體系來(lái)吸引、留住和激發(fā)員工。本文主要以民辦DH職業(yè)學(xué)院為例,以現(xiàn)代人力資源管理理念為指導(dǎo)方向,提出現(xiàn)今民辦高校薪酬管理過(guò)程中的不足以及薪酬制度存在的問題。通過(guò)對(duì)現(xiàn)有傳統(tǒng)的薪酬制度的闡述與剖析,進(jìn)行相應(yīng)的調(diào)研的基礎(chǔ)以上,將一種新型的薪酬管理體系引入其中即寬帶薪酬體系。利用現(xiàn)代科學(xué)的設(shè)計(jì)原則與設(shè)計(jì)程序,結(jié)合學(xué)院的戰(zhàn)略規(guī)劃去確定薪酬戰(zhàn)略,對(duì)學(xué)院薪酬管理現(xiàn)狀進(jìn)行調(diào)研分析,以崗位評(píng)估與分析為基礎(chǔ)細(xì)分崗位職系,結(jié)合寬帶薪酬體系的設(shè)計(jì)原則、步驟和方法,來(lái)建立民辦DH職業(yè)學(xué)院的寬帶薪酬體系,從而真正的體現(xiàn)寬帶薪酬體系中“寬”的薪酬層次和區(qū)間,將同一層次的薪酬值拉大差距,以績(jī)效和能力來(lái)決定薪酬的多少。與此同時(shí),為了確保薪酬體系的可行性和適應(yīng)性,對(duì)寬帶薪酬體系的優(yōu)點(diǎn)和不足進(jìn)行了評(píng)價(jià),并提出了保障措施。筆者希望通過(guò)對(duì)民辦DH職業(yè)學(xué)院的薪酬管理研究,更好的把寬帶薪酬的理念運(yùn)用于高校教師的薪酬體系的建設(shè)中,能結(jié)合民辦高校的現(xiàn)狀,設(shè)計(jì)一套適宜學(xué)院戰(zhàn)略發(fā)展的寬帶薪酬體系去解決實(shí)際薪酬管理中存在的諸多問題。對(duì)于其它民辦高校薪酬方案設(shè)計(jì)和薪酬管理有重要的借鑒作用,對(duì)國(guó)內(nèi)其他公辦高校也具有一定指導(dǎo)意義。
[Abstract]:Human resource management is the key of organization management nowadays. It relates to the survival and development of organizers and is also the first resource to enhance the core competitiveness of organizations. Human resource management includes six major sections, in which salary management is the difficult point in human resource management and the focus of staff concern. How to attract and retain employees through scientific salary management and stimulate their work enthusiasm and innovation ability is a problem that should be paid more attention to in modern organizations. With the development of economy, talents become the core competitiveness of contemporary organizations. For the private colleges and universities, it is urgent to have high-quality and skilled talents. How to improve the quality and conditions of running a private university must be improved to attract, retain and motivate the staff through the improvement of the salary system. This article mainly takes the private DH vocational college as an example, takes the modern human resources management idea as the instruction direction, points out the deficiency in the salary management process of the private colleges and universities and the problems existing in the compensation system. Based on the exposition and analysis of the existing traditional salary system, a new salary management system is introduced into it, that is, the broadband compensation system. By using the modern scientific design principles and design procedures, combining the strategic planning of the college to determine the salary strategy, the present situation of the college salary management is investigated and analyzed, and the post grade is subdivided based on the post evaluation and analysis. Combining with the design principles, steps and methods of broadband compensation system, this paper establishes the broadband salary system of private DH vocational college, so as to truly embody the "wide" salary level and range in the broadband compensation system. Widen the gap between pay values at the same level and determine how much pay is based on performance and ability. At the same time, in order to ensure the feasibility and adaptability of the compensation system, the advantages and disadvantages of the broadband compensation system are evaluated, and the safeguard measures are put forward. The author hopes that through the research on the salary management of the private DH vocational college, we can better apply the idea of broadband salary to the construction of the salary system of university teachers, and combine the present situation of the private college. Design a set of broadband compensation system suitable for college strategic development to solve many problems in actual salary management. It can be used as a reference for other private colleges and universities in the design and management of compensation, and also has certain guiding significance for other public colleges and universities in China.
【學(xué)位授予單位】：石河子大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：G717

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