本文關(guān)鍵詞：A公司計(jì)件薪酬再設(shè)計(jì)　出處：《電子科技大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 計(jì)件薪酬 體系優(yōu)化 薪酬體系再設(shè)計(jì)

【摘要】：薪酬管理是現(xiàn)代企業(yè)管理的重要組成部分，薪酬管理是否科學(xué)，薪酬待遇是否合理，直接影響到企業(yè)的發(fā)展。在當(dāng)前激烈的市場(chǎng)競(jìng)爭(zhēng)環(huán)境中，制造企業(yè)建立科學(xué)合理的計(jì)件薪酬體系不僅能夠激發(fā)員工的工作積極性，還可以大幅度提高企業(yè)的勞動(dòng)生產(chǎn)率。在企業(yè)內(nèi)部，員工的薪酬設(shè)計(jì)是薪酬管理中的最為基礎(chǔ)性的工作，企業(yè)的薪酬設(shè)計(jì)必須兼顧公平、效率兩個(gè)方面。如果企業(yè)的薪酬結(jié)構(gòu)、薪酬水平等方面存在問(wèn)題，企業(yè)的薪酬管理就難以起到積極地作用，勢(shì)必會(huì)對(duì)企業(yè)的發(fā)展造成不利的影響。因此，設(shè)計(jì)出適合制造型企業(yè)發(fā)展的計(jì)件薪酬體系就顯得尤為重要。正是基于此，文中筆者結(jié)合自身的工作實(shí)踐，對(duì)計(jì)件薪酬體系的再設(shè)計(jì)進(jìn)行研究和分析。文中主要圍繞以下幾個(gè)方面展開(kāi)相關(guān)的研究： 第一章，緒論部分，首先介紹了本文的研究背景和研究意義，在對(duì)國(guó)內(nèi)外相關(guān)研究成果進(jìn)行綜述的基礎(chǔ)上，對(duì)本文的研究目的和研究方法進(jìn)行了介紹。第二章，理論部分，主要對(duì)薪酬管理理論及企業(yè)競(jìng)爭(zhēng)理論進(jìn)行了介紹，重點(diǎn)介紹了幾個(gè)薪酬管理的理論，這是本文研究的理論基礎(chǔ)。第三章，以A公司為例介紹了我國(guó)服裝制造企業(yè)現(xiàn)有計(jì)件薪酬體系的現(xiàn)狀、存在的問(wèn)題和問(wèn)題存在的原因，并重點(diǎn)對(duì)A公司薪酬體系進(jìn)行了調(diào)查研究，得出了對(duì)A公司進(jìn)行計(jì)件薪酬體系再設(shè)計(jì)的必要性。第四章，，提出了A公司計(jì)件薪酬體系再設(shè)計(jì)的基本思路、原則、設(shè)計(jì)的主要內(nèi)容，并對(duì)該方案的優(yōu)勢(shì)以及預(yù)期的效果進(jìn)行了簡(jiǎn)單的評(píng)價(jià)。第五章，提出了新的計(jì)件薪酬體系方案實(shí)施的保障性對(duì)策。第六章，重新確定了A公司計(jì)件薪酬的水平并重新構(gòu)建了該公司員工計(jì)件薪酬的結(jié)構(gòu)，并對(duì)其實(shí)施效果進(jìn)行了預(yù)評(píng)價(jià)。第七章，對(duì)本文的研究進(jìn)行總結(jié)，并對(duì)下一步的研究進(jìn)行了展望。
[Abstract]:Salary management is an important part of modern enterprise management. Whether the salary management is scientific or not and whether the salary treatment is reasonable has a direct impact on the development of the enterprise. The establishment of scientific and reasonable piecework compensation system in manufacturing enterprises can not only stimulate the enthusiasm of employees, but also greatly improve the productivity of enterprises. The salary design of employees is the most basic work in the salary management. The compensation design of the enterprise must take into account the two aspects of fairness and efficiency. If there are problems in the salary structure and salary level of the enterprise. The salary management of enterprises is difficult to play a positive role, which will inevitably have a negative impact on the development of enterprises. It is particularly important to design a piecework compensation system suitable for the development of manufacturing enterprises. Research and analysis on the redesign of piecework compensation system. This paper focuses on the following aspects of the relevant research: The first chapter, the introduction part, first introduces the research background and significance of this paper, on the basis of a summary of the relevant research results at home and abroad. The second chapter, the theoretical part, mainly introduces the theory of salary management and the theory of enterprise competition, focusing on the introduction of several theories of compensation management. This is the theoretical basis of this study. Chapter three takes A Company as an example to introduce the status quo of the existing piecework compensation system of garment manufacturing enterprises in China the existing problems and the reasons for the problems. And focused on the A company pay system investigation and research, the need for a piecework compensation system re-design. 4th chapter, put forward the A company piecework compensation system redesign of the basic ideas, principles. The main content of the design, and the advantages of the program and the expected results of a simple evaluation. 5th chapter, put forward the implementation of the new piecework compensation system countermeasures. 6th chapter. This paper redetermines the level of the piecework compensation of company A and reconstructs the structure of the piecework compensation of the employees of this company, and carries on the pre-evaluation to its implementation effect. 7th chapter, carries on the summary to the research of this article. The future research is prospected.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.86

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