本文關(guān)鍵詞： 薪酬管理 地質(zhì)專(zhuān)業(yè)技術(shù)人員 寬帶薪酬　出處：《哈爾濱工程大學(xué)》2013年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：HSY公司是一家具有獨(dú)立法人資格的國(guó)家甲級(jí)勘察資質(zhì)的地質(zhì)勘察設(shè)計(jì)公司。它成立于1996年，隸屬于H省水利勘測(cè)設(shè)計(jì)研究院（總院），并由該院出資，在該院原下屬機(jī)構(gòu)之一——巖土處的基礎(chǔ)上組建起來(lái)的，該研究院成立于1956年，，是一個(gè)以水利水電為主，集勘察測(cè)繪、設(shè)計(jì)、研究、施工、監(jiān)理、總承包等多種業(yè)務(wù)于一體的綜合性勘測(cè)設(shè)計(jì)單位。50多年來(lái)，該院承擔(dān)了H省內(nèi)及省外各大江河流域、區(qū)域的水利水電開(kāi)發(fā)規(guī)劃，完成了百余座大中型水庫(kù)、水電站的勘測(cè)和設(shè)計(jì)任務(wù)，完成了多項(xiàng)防洪工程的規(guī)劃設(shè)計(jì)，為H省水利事業(yè)的發(fā)展做出了卓越的貢獻(xiàn)。 HSY公司主營(yíng)業(yè)務(wù)是工程地質(zhì)勘察、巖土工程勘察、地下水資源開(kāi)發(fā)與評(píng)價(jià)等，公司員工主要分為管理人員、地質(zhì)專(zhuān)業(yè)技術(shù)人員和鉆探工人等三種。地質(zhì)專(zhuān)業(yè)技術(shù)人員是HSY公司的主要生產(chǎn)力量和技術(shù)力量，是公司的核心群體，公司每年產(chǎn)值的80%-90%都是他們創(chuàng)造的，可以說(shuō)他們對(duì)公司作出了巨大貢獻(xiàn)，但由于公司現(xiàn)行體制、制度等的多種原因，他們只能享受和其他非技術(shù)員工一樣或不及的薪資待遇，且工資水平均低于省內(nèi)外同行業(yè)技術(shù)人員市場(chǎng)平均水平。 薪酬管理的執(zhí)行效果將直接影響到公司的人力資源管理工作，并同企業(yè)的一切生產(chǎn)經(jīng)營(yíng)工作相關(guān)聯(lián)�？茖W(xué)的薪酬管理對(duì)企業(yè)的發(fā)展具有重要的意義。薪酬管理作為企業(yè)管理的一種手段，其最終目的是建立科學(xué)高效的、具有企業(yè)特色和個(gè)性化特色的薪酬體系。薪酬管理體系的構(gòu)建，能夠有效調(diào)動(dòng)企業(yè)各方面的積極性，吸引人才，促進(jìn)企業(yè)的全面發(fā)展。 本文以HSY公司地質(zhì)專(zhuān)業(yè)技術(shù)人員的薪酬管理為例，從公司地質(zhì)專(zhuān)業(yè)技術(shù)人員的薪酬管理現(xiàn)狀、存在問(wèn)題出發(fā)，對(duì)HSY公司地質(zhì)專(zhuān)業(yè)技術(shù)人員薪酬管理和激勵(lì)機(jī)制存在的問(wèn)題進(jìn)行了深入細(xì)致的分析，并運(yùn)用寬帶薪酬的相關(guān)理論對(duì)公司地質(zhì)專(zhuān)業(yè)技術(shù)人員的薪酬管理體系進(jìn)行了重新設(shè)計(jì)，提出了構(gòu)建地質(zhì)專(zhuān)業(yè)技術(shù)人員寬帶薪酬體系的設(shè)計(jì)方案、意見(jiàn)和建議，為公司的可持續(xù)發(fā)展奠定了基礎(chǔ)。
[Abstract]:HSY is a national Grade A geological survey and design company with independent legal personality. It was founded in 1996 and is part of and funded by H Provincial Research Institute for Water Conservancy Survey and Design. Established on the basis of the geotechnical branch, one of the former subordinate organs of the institute, the institute was founded in 1956. The institute is a survey, mapping, design, research, construction and supervision of water conservancy and hydropower. In the past more than 50 years, the Institute has undertaken the development planning of water conservancy and hydropower in each major river basin and region in and outside the province, and has completed more than 100 large and medium-sized reservoirs. The investigation and design of hydropower stations have completed the planning and design of many flood control projects, which have made outstanding contributions to the development of water conservancy in H province. The main business of HSY Company is engineering geological survey, geotechnical engineering survey, groundwater resources development and evaluation, etc. The staff of the company are mainly divided into management personnel. There are three kinds of geological technicians and drillers. Geological technicians are the main production force and technical force of HSY Company and the core group of the company. They create 80-90% of the company's annual output value. It can be said that they have made a great contribution to the company, but because of the company's current system, system, and many other reasons, they can only enjoy the same or less than the salary treatment of other non-skilled employees. And the wage level is lower than the average level of the same industry technical personnel market level inside and outside the province. The executive effect of compensation management will directly affect the human resources management of the company. Scientific salary management is of great significance to the development of enterprises. As a means of enterprise management, the ultimate purpose of salary management is to establish scientific and efficient. The construction of salary management system with enterprise characteristics and individualized characteristics can effectively arouse the enthusiasm of all aspects of the enterprise attract talents and promote the all-round development of the enterprise. This paper takes the salary management of geological technical personnel of HSY Company as an example, starting from the present situation of salary management of geological technical personnel of the company, the existing problems, The problems of salary management and incentive mechanism of geological technicians in HSY Company are analyzed in detail, and the salary management system of geological technicians is redesigned by using the theory of broadband compensation. This paper puts forward the design scheme, opinions and suggestions of constructing broadband salary system for geological technicians, which lays a foundation for the sustainable development of the company.
【學(xué)位授予單位】：哈爾濱工程大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F426.1

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