本文選題：薪酬 + 激勵　； 參考：《吉林大學(xué)》2013年碩士論文

【摘要】：隨著知識經(jīng)濟(jì)時代的來臨和全球經(jīng)濟(jì)一體化市場競爭的加劇，人才已成為保障企業(yè)可持續(xù)進(jìn)步、推動社會經(jīng)濟(jì)加快轉(zhuǎn)變經(jīng)濟(jì)發(fā)展方式的核心資源和重要資本。人力資源管理水平的高低和管理能力的高下，已成為影響企業(yè)成功具有核心競爭優(yōu)勢的重要因素之一。薪酬激勵機(jī)制是人力資源管理的核心問題和重要組成部分，，實施科學(xué)、合理的薪酬方案能夠?qū)ζ髽I(yè)吸引、激勵和留用人才起著很重要的作用，是實現(xiàn)提升企業(yè)經(jīng)營效益本質(zhì)目標(biāo)的重要支撐。但是目前，在我國還沒有形成完善的高級經(jīng)理人市場，所以企業(yè)之間對人才的爭奪就顯得極其激烈，企業(yè)如何在紛繁復(fù)雜的經(jīng)濟(jì)競爭中，吸引并留住人才特別是高端人才是擺在其面前的一道難題。 本文以沈陽旭日機(jī)電為研究對象，對現(xiàn)行企業(yè)組織結(jié)構(gòu)和人力資源等具體情況開展實地調(diào)查，注重理論研究與應(yīng)用研究相結(jié)合，綜合運用文獻(xiàn)檢索法、訪談法、調(diào)查法、比較研究等方法展開研究。結(jié)合對其現(xiàn)行薪酬激勵機(jī)制進(jìn)行定性分析，找出存在的具體問題并進(jìn)行原因剖析，提出再設(shè)計后的薪酬激勵機(jī)制以及薪酬激勵機(jī)制后得以順利實施的支持、配套措施，以期進(jìn)一步促進(jìn)企業(yè)競爭力提升，使員工的知識、技能及創(chuàng)新力能夠切實轉(zhuǎn)化為企業(yè)的核心競爭優(yōu)勢，最終實現(xiàn)企業(yè)與員工利益雙贏、共贏。 全文分為四部分，主要內(nèi)容如下： 第一部分是緒論，主要闡明了論文研究的背景、研究意義以及研究的內(nèi)容和方法；第二部分是沈陽旭日機(jī)電薪酬激勵機(jī)制的現(xiàn)狀。在這部分，論文首先介紹了沈陽旭日機(jī)電有限公司企業(yè)發(fā)展歷史、人力資源狀況、激勵機(jī)制的現(xiàn)狀和職工對公司激勵機(jī)制的評價；其次，對沈陽旭日機(jī)電薪酬激勵機(jī)制存在的問題進(jìn)行了分析，指出目前公司薪酬激勵機(jī)制還存在著薪酬的長期激勵效果不明顯、薪酬結(jié)構(gòu)比例失衡、獎金激勵功能缺失的問題；再次對沈陽旭日機(jī)電薪酬激勵機(jī)制存在問題的原因進(jìn)行了分析，指出造成這些問題的主要原因，即公司的薪酬管理理念落后、薪酬管理制度不完善、缺乏與公司激勵機(jī)制向匹配的企業(yè)文化。第三部分是根據(jù)沈陽旭日機(jī)電人力資源規(guī)劃的總體要求，對沈陽旭日機(jī)電公司中生產(chǎn)類、管理層、普通管理者、營銷人員的薪酬激勵機(jī)制進(jìn)行重新設(shè)計。第四部分是提出實施新的薪酬激勵方案的保障措施。提出建立薪酬激勵的動態(tài)調(diào)整機(jī)制、建立規(guī)范的薪酬激勵評價體系、構(gòu)建與薪酬激勵相適應(yīng)的企業(yè)文化。
[Abstract]:With the advent of the era of knowledge economy and the aggravation of the market competition in the global economic integration, talents have become the core resources and important capital to ensure the sustainable progress of enterprises and to accelerate the transformation of social economy into the mode of economic development. The level of human resource management and the level of management ability have become one of the important factors that affect the success of enterprises with core competitive advantage. Salary incentive mechanism is the core problem and important component of human resource management. The scientific and reasonable salary scheme can play an important role in attracting, encouraging and retaining talents. It is an important support to realize the essential goal of improving the business efficiency. But at present, there is no perfect senior manager market in our country, so the competition for talents among enterprises is extremely fierce. Attracting and retaining talents, especially high-end talents, is a difficult problem in front of them. In this paper, the author takes Shenyang Xuri electromechanical as the research object, carries on the field investigation to the current enterprise organization structure and the human resources, pays attention to the combination of the theory research and the application research, synthetically uses the literature retrieval method, the interview method, the investigation method, etc. Comparative study and other methods are carried out. Based on the qualitative analysis of its current salary incentive mechanism, this paper finds out the concrete problems and analyzes the causes, and puts forward the support and supporting measures for the successful implementation of the redesigned compensation incentive mechanism and the salary incentive mechanism. In order to further promote the competitiveness of enterprises, so that the knowledge, skills and innovation of employees can be transformed into the core competitive advantages of enterprises, and ultimately achieve win-win and win-win benefits between enterprises and employees. The full text is divided into four parts, the main contents are as follows: the first part is the introduction, mainly expounds the research background, the research significance, the research content and the method; the second part is the Shenyang rising sun electromechanical compensation incentive mechanism present situation. In this part, the paper first introduces the history of enterprise development, human resource situation, incentive mechanism and the evaluation of the incentive mechanism of Shenyang Xuri Electromechanical Co., Ltd. This paper analyzes the problems existing in the incentive mechanism of Shenyang Xuri electromechanical compensation, and points out that the current compensation incentive mechanism of the company still has some problems, such as the long-term incentive effect is not obvious, the proportion of salary structure is out of balance, and the incentive function of bonus is missing. Thirdly, the paper analyzes the reasons of the problems in the incentive mechanism of Shenyang Xuri electromechanical compensation system, and points out the main causes of these problems, that is, the backward concept of salary management and the imperfect salary management system of the company. Lack of corporate culture that matches corporate incentives. The third part is according to the overall requirements of the human resource planning of Shenyang Xuri Machinery and Electrical Co., Ltd., to redesign the salary incentive mechanism of the production, management, general managers and marketing personnel in Shenyang Xuri Mechanical and Electrical Co., Ltd. The fourth part is to put forward the safeguard measures to implement the new salary incentive scheme. The paper puts forward the establishment of dynamic adjustment mechanism of salary incentive, the establishment of standard evaluation system of salary incentive, and the construction of enterprise culture suitable for salary incentive.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.4

【參考文獻(xiàn)】

相關(guān)期刊論文 前2條

1 崔春雷;尋找真正的“激勵因素”[J];中國人力資源開發(fā);2004年02期

2 王大偉,何有世,朱華;基于寬帶結(jié)構(gòu)的薪酬體系設(shè)計[J];中國人力資源開發(fā);2004年12期

本文編號：2017683