本文選題：太陽(yáng)能熱水器 + 薪酬管理��； 參考：《山東大學(xué)》2013年碩士論文

【摘要】：隨著世界經(jīng)濟(jì)的不斷發(fā)展,全球市場(chǎng)的競(jìng)爭(zhēng)達(dá)到了空前的程度。人力資源逐步成為了企業(yè)提升核心競(jìng)爭(zhēng)力的關(guān)鍵性、戰(zhàn)略性資源。薪酬作為連接企業(yè)與員工之間利益的紐帶,不僅可以為員工提供生活保障,也能夠提升員工的向心力和工作熱情,進(jìn)而提升其工作績(jī)效,為企業(yè)創(chuàng)造更多的效益。在信息時(shí)代與經(jīng)濟(jì)全球化的大背景之下,新事物層出不窮,員工的需求也呈現(xiàn)出多樣化的趨勢(shì),舊的薪酬管理模式和理念已然不能適應(yīng)時(shí)代的發(fā)展。因此,運(yùn)用科學(xué)的診斷方法與系統(tǒng)的設(shè)計(jì)思路為企業(yè)設(shè)計(jì)出更符合發(fā)展要求的薪酬體系已經(jīng)成為了企業(yè)管理層的必修課之一。 PA公司是較早進(jìn)入太陽(yáng)能熱水器行業(yè)的企業(yè)之一。自2003年以來(lái),公司在銷(xiāo)售額、市場(chǎng)占有率等指標(biāo)上取得了較好的經(jīng)營(yíng)成果。但是隨著公司業(yè)績(jī)的不斷進(jìn)步與行業(yè)競(jìng)爭(zhēng)態(tài)勢(shì)的變化,原薪酬體系的缺陷開(kāi)始逐漸顯現(xiàn),薪酬體系落后與分配制度的不合理成為了企業(yè)發(fā)展的桎梏。因此如何運(yùn)用科學(xué)、系統(tǒng)的手段建立起一套既能夠符合企業(yè)自身特點(diǎn),又能夠適應(yīng)行業(yè)發(fā)展需要的薪酬體系,成為了PA公司在當(dāng)前階段需要迫切解決的問(wèn)題。 本文從緒論開(kāi)始入手,對(duì)選題背景、研究意義以及研究方法等內(nèi)容進(jìn)行梳理。然后在參考國(guó)內(nèi)外文獻(xiàn)的基礎(chǔ)上對(duì)薪酬設(shè)計(jì)的相關(guān)理論進(jìn)行了歸納和總結(jié)。隨后筆者充分結(jié)合PA公司薪酬管理的現(xiàn)實(shí)狀況,通過(guò)采用調(diào)查問(wèn)卷的方法深入分析現(xiàn)行薪酬體系的缺點(diǎn),并對(duì)其所存在的問(wèn)題進(jìn)行了詳細(xì)的總結(jié),提出了崗位工資設(shè)計(jì)不合理、績(jī)效考核體系不完善、業(yè)務(wù)人員的薪酬設(shè)計(jì)不合理等一系列問(wèn)題,從而明確了薪酬設(shè)計(jì)的重點(diǎn)方向。在結(jié)合公司戰(zhàn)略和市場(chǎng)競(jìng)爭(zhēng)狀況等影響因素的基礎(chǔ)上,筆者提出了優(yōu)化方案的設(shè)計(jì)思路,運(yùn)用科學(xué)的手段系統(tǒng)開(kāi)展了工作分析與崗位評(píng)價(jià)工作,采用薪酬調(diào)查與數(shù)據(jù)分析相結(jié)合的方法對(duì)薪酬曲線進(jìn)行設(shè)計(jì),從而實(shí)現(xiàn)了崗位工資的科學(xué)定級(jí)。隨后筆者依據(jù)不同崗位的特點(diǎn)進(jìn)行了有針對(duì)性的薪酬方案設(shè)計(jì),并完善了福利體系。在最后,筆者設(shè)計(jì)了基于平衡計(jì)分卡的績(jī)效考核制度,并引入了PDCA循環(huán)改進(jìn)措施,力求為薪酬體系的平穩(wěn)實(shí)施提供保障措施,達(dá)到完善PA公司人力資源管理的目的,從而為公司戰(zhàn)略目標(biāo)的實(shí)現(xiàn)提供有力支持。同時(shí),筆者也希望本文能夠?yàn)樘?yáng)能行業(yè)企業(yè)乃至大型制造業(yè)企業(yè)的薪酬管理工作提供一套行之有效的設(shè)計(jì)思路。
[Abstract]:With the continuous development of the world economy, the global market competition has reached an unprecedented level. Human resources have gradually become the key and strategic resources for enterprises to enhance their core competitiveness. As a link between the interests of enterprises and employees, compensation can not only provide life security for employees, but also enhance their centripetal force and work enthusiasm, and then improve their work performance, and create more benefits for enterprises. Under the background of the information age and economic globalization, new things emerge in endlessly, the demand of employees also presents a diversified trend, the old salary management model and concept can no longer adapt to the development of the times. Therefore, it has become one of the compulsory courses for the management of the enterprise to design a more suitable salary system for the enterprise by using the scientific diagnostic method and the design idea of the system. PA is one of the companies that entered the solar water heater industry earlier. Since 2003, the company has achieved good results in sales, market share and other indicators. However, with the continuous progress of the company's performance and the change of the competition situation of the industry, the defects of the original compensation system begin to appear gradually, and the backward compensation system and the unreasonable distribution system become the shackles of the enterprise development. Therefore, how to use scientific and systematic means to set up a compensation system that can not only meet the characteristics of enterprises but also adapt to the needs of industry development has become an urgent problem that PA Company needs to solve at the present stage. This paper begins with the introduction and combs the background, research significance and research methods of the topic. Then on the basis of reference literature at home and abroad, the related theories of salary design are summarized and summarized. Then the author analyzes deeply the shortcomings of the current salary system by adopting the method of questionnaire, and summarizes the existing problems in detail, and puts forward that the design of post salary is unreasonable. A series of problems, such as imperfect performance appraisal system and unreasonable salary design of business personnel, have made clear the key direction of salary design. On the basis of the influence factors such as company strategy and market competition, the author puts forward the design idea of optimization scheme, and carries out the work analysis and post evaluation by scientific means. The salary curve is designed by combining salary survey with data analysis, and the scientific grading of post wage is realized. Then, according to the characteristics of different posts, the author designed the compensation scheme and improved the welfare system. Finally, the author designs the performance appraisal system based on the balanced Scorecard, and introduces the PDCA cycle improvement measures to ensure the smooth implementation of the compensation system, to achieve the purpose of improving the human resources management of PA company. In order to achieve the company's strategic objectives to provide strong support. At the same time, the author also hopes that this paper can provide a set of effective design ideas for the salary management of solar industry enterprises and even large manufacturing enterprises.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F426.6

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