本文關(guān)鍵詞：SC煙葉復(fù)烤公司復(fù)烤廠崗位績效工資體系設(shè)計研究　出處：《西南財經(jīng)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： 復(fù)烤廠 崗位績效工資 薪酬設(shè)計

【摘要】：煙草行業(yè)是我國國民經(jīng)濟發(fā)展的重要支柱產(chǎn)業(yè)之一,更是各級地方政府尤其是煙葉產(chǎn)區(qū)地方政府的重要財政來源。近年來,國家煙草專賣局陸續(xù)對行業(yè)內(nèi)的工商業(yè)企業(yè)實施用工收入分配制度改革工作。2009年起,又著手對煙草行業(yè)中長期處于邊緣化地位的煙葉復(fù)烤企業(yè)進行大規(guī)模的重組整合,以省為單位成立現(xiàn)代化的打葉復(fù)烤企業(yè),SC煙葉復(fù)烤公司便是在這樣的背景下成立的。 薪酬制度是企業(yè)內(nèi)部收入分配的基礎(chǔ),采用適當(dāng)?shù)男匠曛贫炔拍軒椭髽I(yè)更好地實現(xiàn)戰(zhàn)略發(fā)展目標(biāo)。國家煙草專賣局對全行業(yè)的工資總額和工資水平實行雙重控制的宏觀調(diào)控策略,由各企業(yè)自主決定內(nèi)部分配方案。重組整合前的SC煙葉復(fù)烤公司所屬各復(fù)烤廠,由于一直沿用較為陳舊和缺乏科學(xué)性的工資體系,存在著諸如工資項目繁雜、工資結(jié)構(gòu)混亂、員工身份多樣化、同工不同酬、收入水平差異大等一系列問題。因此,在堅持公平和效率的原則下,規(guī)范工資項目,優(yōu)化工資結(jié)構(gòu),淡化行業(yè)內(nèi)員工和聘用員工的身份差異,調(diào)整員工收入水平,就成為了復(fù)烤廠新工資體系設(shè)計的必然要求,而采用崗位績效工資制則可以較為有效解決這些問題。 本文包括六部分。 第一部分是緒論。介紹了國內(nèi)煙草行業(yè)的管理模式、產(chǎn)業(yè)分工以及收入分配改革方向,并在這種大背景下提出了SC煙葉復(fù)烤公司重組整合后出現(xiàn)的各類管理問題。為了解決這些問題,就必須在重新設(shè)置復(fù)烤廠的崗位等級和崗位檔次的基礎(chǔ)上,構(gòu)建標(biāo)準(zhǔn)統(tǒng)一的崗位績效工資體系。 第二部分是論文研究的理論基礎(chǔ)。包括薪酬的概念、分類及制約因素,各類企業(yè)工資制度的介紹與對比,激勵理論及其對薪酬分配的影響,管理授權(quán)的概念、作用和使用原則。 第三部分介紹了SC煙葉復(fù)烤公司的概況。主要描述了公司的重組整合情況,對比分析各復(fù)烤廠員工的身份差異現(xiàn)象、人數(shù)構(gòu)成、崗位分布狀況以及該公司重組整合前后部門和崗位設(shè)置的差異與變化。為后文中對崗位級別、工資體系和收入分配方式的分析研究做了準(zhǔn)備工作。 第四部分詳細(xì)分析了SC煙葉復(fù)烤公司各復(fù)烤廠在重組整合前采用的工資體系,并對各類員工的年工資收入進行了對比。原工資體系呈現(xiàn)出工資項目設(shè)置復(fù)雜,標(biāo)準(zhǔn)差異大的特點,而員工收入則呈現(xiàn)出多種形式的同崗不同酬現(xiàn)象。 第五部分是SC煙葉復(fù)烤公司各復(fù)烤廠新工資體系的設(shè)計思路與設(shè)計方案。新工資體系的設(shè)計嚴(yán)格執(zhí)行國家煙草專賣局關(guān)于員工收入分配的總體要求,以工作分析作為基礎(chǔ),評價崗位工作并劃定崗位級別,通過訪談、測算等方法明確工資級差、浮動幅度和等級重疊水平。新工資體系在項目上設(shè)置了崗位工資、績效工資、中夜班補貼、加班工資以及保留工資。其中崗位工資水平由崗位等級和員工個人的學(xué)歷、工齡、技術(shù)技能水平等多方面因素綜合確定,績效工資則充分體現(xiàn)了激勵性的設(shè)計原則和各崗位間的勞動差別程度,中夜班補貼和加班工資嚴(yán)格按照國家法律法規(guī)和行業(yè)內(nèi)相關(guān)規(guī)定予以執(zhí)行,而保留工資的設(shè)置則只針對各廠的煙草行業(yè)內(nèi)員工。 第六部分是對新工資體系的評價。介紹了新工資體系正式實施后,各廠員工的收入變化情況以及這種變化的優(yōu)點所在,同時提出了新工資體系存在的局限性和改善空間。 本篇論文是帶有一定操作性的畢業(yè)論文,有積極的實際價值,其創(chuàng)新之處主要有兩點：一、將年功工資和技能工資項目被融入到崗位工資中去,構(gòu)建一崗多薪的工資模式,使員工的工資提升不再僅僅依賴于工齡的自然增長,提高了員工主動學(xué)習(xí)知識和技能的動力；二、公司對各廠績效工資的分配采取總額控制的方式,授權(quán)各廠管理層在一定范圍內(nèi)按照“傾向生產(chǎn)一線、傾向關(guān)鍵崗位”的原則自行確定各崗級員工的績效工資水平。
[Abstract]:The tobacco industry is the development of China's national economy is one of the important pillar industry, local governments at all levels especially important financial sources of tobacco producing areas of local government. In recent years, the state tobacco monopoly administration successively within the industry of industrial and commercial enterprises to implement labor income distribution system reform work in.2009, and to the marginalized position in the long term the tobacco industry in tobacco redrying enterprise reorganization and integration in large scale, in the province as a unit set up modern Dayefukao enterprises, SC tobacco redrying company is established under this background.
The salary system is the basis of income distribution within the enterprise, using the appropriate salary system can help enterprises better realize the strategic development goals of macroeconomic regulation and control strategy. The State Tobacco Monopoly Bureau of industry wide total wages and wage level dual control, by the enterprises decide the internal allocation scheme. The reorganization and integration of SC before the tobacco redrying Co. the factory has been in use, because is rather old and lack of scientific salary system, such as the existence of wages wage structure complex, employee identity confusion, diversification, unequal pay, differences in income levels and a series of problems. Therefore, insist on the principle of fairness and efficiency, standardize wages, the wage structure optimization, dilute identity difference of employees and hiring employees in the industry, adjust the income level of employees, has become the new pay system design Redrying Factory of the inevitable requirement, and mining The use of job performance wage system can be more effective to solve these problems.
This article includes six parts.
The first part is the introduction. This paper introduces the domestic tobacco industry management mode, the industrial division of labor and income distribution reform, and puts forward various management problems of SC tobacco redrying company after reorganization and conformity in this background. In order to solve these problems, we must base on reset Redrying Factory job grade and post grades on the construction of standard job performance wage system.
The second part is the theoretical basis of the thesis. It includes the concept, classification and constraints of salary, the introduction and comparison of wage systems in various enterprises, the incentive theory and its influence on salary distribution, the concept, function and use principle of management authorization.
The third part introduces the SC tobacco redrying company overview. Mainly describes the reorganization of the company, comparison and analysis of the phenomenon of Redrying Factory, identity difference on the number of employees, job distribution and the difference before and after the company reorganization and integration of departments and positions set and change. For the post of level analysis the wage income distribution system and the way of working.
The fourth part of the detailed analysis of the SC Company Tobacco Redrying Factory in the reorganization before the wage system, and compares all kinds of staff annual wage income. Original salary system presents the salary project settings is complex, large differences in the characteristics of the standard, and employee income showed a different reward phenomenon of various forms of the same post.
The fifth part is the SC Company Tobacco Redrying Factory design idea and design scheme of the new pay system design. The new salary system to strictly enforce the State Tobacco Monopoly Bureau on the overall employee income distribution requirements, to work as a basis for analysis, evaluation and delineation of job level positions, through interviews, calculation method clear differential the floating range, and grade level. The new wage overlap system set up on the project post salary, performance salary, shift allowance, overtime wages and wages. The retention degree, post salary level by post grades and staff personal service, many factors determine the skill, comprehensive, fully reflects the performance wage the design principle of labor difference incentive and the position between the degree of night shift allowance and overtime wages in accordance with the national laws and regulations and the relevant provisions of the industry Implementation, while the reserved salary is set only for employees in the tobacco industry of the various factories.
The sixth part is the evaluation of the new wage system. It introduces the change of the employees' income and the advantages of this new system after the formal implementation of the new salary system, and puts forward the limitations and improvement space of the new salary system.
This paper is a practical thesis, the actual value of the positive, there are two main innovations: first, the seniority wage and skill salary project into the post salary to pay wages to construct a multi Gang mode, natural growth make wages promotion is no longer depends only on the length of service improve the power, employees take the initiative to learn knowledge and skills; two, the company take total control on the distribution of the factory performance pay, authorized by the factory management in a certain range according to the tendency of "production line, key positions" tendency of the principles to determine each post level employee wages.

【學(xué)位授予單位】：西南財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F426.8;F272.92

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