發(fā)布時(shí)間：2018-04-08 15:40

  本文選題：BG公司　切入點(diǎn)：薪酬體系　出處：《內(nèi)蒙古大學(xué)》2013年碩士論文

【摘要】：薪酬體系是一個(gè)組織中人力資源管理系統(tǒng)的一個(gè)重要組成部分,包括薪酬的構(gòu)成、水平、結(jié)構(gòu)設(shè)計(jì)、比例關(guān)系等內(nèi)容。一套科學(xué)完善的薪酬體系與組織的戰(zhàn)略規(guī)劃緊密契合,在吸引和留住組織需要的優(yōu)秀員工、鼓勵(lì)員工積極主動(dòng)提高工作所需要的技能和能力、促進(jìn)員工高效率地工作等方面起著非常重要的作用,有助于提升企業(yè)核心競爭力。 國有企業(yè)和非國有企業(yè)相比,在經(jīng)營環(huán)境、管理模式、企業(yè)理念等諸多方面都存在一定程度的差異,傳統(tǒng)計(jì)劃經(jīng)濟(jì)對(duì)國有企業(yè)薪酬體系的種種束縛和思維模式依然存在。BG公司作為一家大型國有企業(yè),“十二五”規(guī)劃提出思想大解放、實(shí)施再創(chuàng)業(yè)的總體發(fā)展思路,依托戰(zhàn)略性新興產(chǎn)業(yè)發(fā)展等,在全面建成小康社會(huì)之際,把BG公司建成國內(nèi)一流、世界500強(qiáng)企業(yè)。BG公司現(xiàn)有的薪酬體系如何很好地契合企業(yè)發(fā)展戰(zhàn)略成為當(dāng)前亟待解決的研究課題。 本研究以薪酬相關(guān)理論為基礎(chǔ),通過對(duì)BG公司現(xiàn)有薪酬體系的梳理,從理論和實(shí)踐兩個(gè)層面對(duì)BG公司薪酬體系進(jìn)行分析診斷,找出存在的問題、缺陷并提出改進(jìn)建議和再設(shè)計(jì)方案,對(duì)構(gòu)建BG公司戰(zhàn)略性薪酬體系進(jìn)行了初步探索,使BG公司薪酬體系能夠更好地支撐人力資源發(fā)展戰(zhàn)略,進(jìn)而促進(jìn)企業(yè)走向卓越。
[Abstract]:Compensation system is an important part of human resource management system in an organization, including salary composition, level, structure design, proportion relation and so on.A set of scientific and perfect compensation system is closely in line with the strategic planning of the organization. It can attract and retain the outstanding employees needed by the organization, and encourage the employees to actively improve the skills and abilities required for their work.Promoting employees to work efficiently plays a very important role in improving the core competitiveness of enterprises.Compared with non-state-owned enterprises, state-owned enterprises differ to a certain extent in many aspects, such as business environment, management model, enterprise concept, etc.As a large state-owned enterprise, as a large state-owned enterprise, the traditional planned economy still has a variety of shackles and thinking modes to the salary system of state-owned enterprises. The 12th Five-Year Plan puts forward the overall idea of "emancipation of thought and implementation of re-undertaking".Depending on the development of strategic emerging industries, BG will be built into a first-class domestic company at the time of building a well-to-do society in an all-round way.How to fit the current salary system of the Fortune 500 company with the development strategy of the company has become a research topic to be solved urgently.Based on the theory of compensation, this paper analyzes and diagnoses the compensation system of BG Company from two aspects: theory and practice, and finds out the existing problems.The defects and suggestions for improvement and redesign are put forward, and the construction of BG company's strategic compensation system is preliminarily explored, so that the BG company's compensation system can better support the human resources development strategy and promote the enterprises to become outstanding.
【學(xué)位授予單位】：內(nèi)蒙古大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.1

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相關(guān)期刊論文 前1條

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本文編號(hào)：1722248