本文選題：薪酬 + 薪酬設(shè)計��； 參考：《內(nèi)蒙古大學(xué)》2013年碩士論文

【摘要】：當(dāng)今時代,信息爆炸,世界變平。人才已成為企業(yè)持續(xù)發(fā)展最為重要的因素,能否留住各類人才,與薪酬設(shè)計是否合理密不可分。薪酬的重要性不言而喻,企業(yè)實現(xiàn)發(fā)展就要結(jié)合企業(yè)自身實際,兼顧行業(yè)和地區(qū)的特點,設(shè)計可操作,具有競爭力的薪酬體系。 XH集團(tuán)公司作為一家集房地產(chǎn)、建筑、金融和養(yǎng)老服務(wù)運(yùn)營為一體,產(chǎn)融結(jié)合的民營企業(yè)。經(jīng)過20多年的發(fā)展,各項業(yè)務(wù)有序推進(jìn),但薪酬設(shè)計與企業(yè)發(fā)展不適應(yīng)的弊端開始顯現(xiàn)。作者對企業(yè)現(xiàn)行薪酬體系進(jìn)行了系統(tǒng)梳理,深入剖析其存在的問題,有針對性的提出整改建議,根據(jù)海氏崗位評估理論重新設(shè)定整體薪酬設(shè)計和改進(jìn)方案。 本論文試圖以XH集團(tuán)公司的薪酬設(shè)計為切入點,通過調(diào)查問卷分析企業(yè)薪酬體系存在的問題,本著公平、競爭和可操作性的原則,對薪酬體系進(jìn)行改進(jìn),運(yùn)用海氏評價法對崗位進(jìn)行評估,并根據(jù)崗位的重要性進(jìn)行薪酬排序,充分體現(xiàn)崗位價值和員工的個人價值,使薪酬外部公平、內(nèi)部公平,激發(fā)員工的工作積極性,為實現(xiàn)同地區(qū)、同類型、同行業(yè)企業(yè)中薪酬處上游水平的定位,提供決策依據(jù),為鄂爾多斯地區(qū)中小企業(yè)的員工薪酬管理提供思考和借鑒。
[Abstract]:In the present age, the information explodes and the world flattens. Talent has become the most important factor in the sustainable development of enterprises. Whether we can retain all kinds of talents is closely related to whether the salary design is reasonable or not. The importance of salary is self-evident. To realize the development of an enterprise, it is necessary to combine the actual situation of the enterprise, to give consideration to the characteristics of the industry and the region, to design an operable and competitive compensation system. XH Group is a private enterprise integrating real estate, construction, finance and pension service. After more than 20 years' development, all kinds of business advance orderly, but the malpractice of salary design and enterprise development is beginning to appear. The author systematically combs the current compensation system of enterprises, deeply analyzes its existing problems, puts forward suggestions for rectification and reform, and re-sets the overall salary design and improvement scheme according to Hayes' post evaluation theory. This paper tries to take the compensation design of XH Group Company as the breakthrough point, analyze the problems existing in the compensation system through the questionnaire, and improve the compensation system based on the principles of fairness, competition and maneuverability. Using the method of Hayes evaluation to evaluate the position, and according to the importance of the position to carry out salary ranking, fully reflect the value of the post and the personal value of the staff, so as to make the compensation external fair, internal fair, and stimulate the enthusiasm of the staff. In order to realize the position of the upstream level of compensation in the same area, the same type and the same industry enterprises, to provide the decision basis, to provide the reflection and the reference for the staff salary management of the small and medium-sized enterprises in Ordos area.
【學(xué)位授予單位】：內(nèi)蒙古大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F426.92;F272.92

【共引文獻(xiàn)】

相關(guān)期刊論文 前1條

1 王夢蒂;吳雄周;劉恩義;曹美雙;藺彩虹;;薪酬結(jié)構(gòu)設(shè)計對中小企業(yè)發(fā)展的影響及其優(yōu)化探討——以湘西州SY企業(yè)為例[J];中小企業(yè)管理與科技(上旬刊);2014年07期

相關(guān)碩士學(xué)位論文 前3條

1 俞前;企業(yè)競爭的維度與層次研究[D];首都經(jīng)濟(jì)貿(mào)易大學(xué);2014年

2 樊?dāng)?中小型臺資企業(yè)大陸員工激勵問題研究[D];首都經(jīng)濟(jì)貿(mào)易大學(xué);2013年

3 王雪榮;金鑫鑄造公司薪酬設(shè)計研究[D];新疆大學(xué);2014年

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本文編號：1847667