本文選題：人力資源管理 + 薪酬設(shè)計(jì)��； 參考：《華北電力大學(xué)》2013年碩士論文

【摘要】：二十一世紀(jì)，伴隨著新經(jīng)濟(jì)時(shí)代的到來，中國企業(yè)所要面對的是中國社會轉(zhuǎn)型和經(jīng)濟(jì)全球化帶來的雙重風(fēng)險(xiǎn)，在越來越激烈的市場競爭環(huán)境下，人力資源作為企業(yè)重要的戰(zhàn)略資源，已經(jīng)超越了物資資本和貨幣資本，成為企業(yè)最重要的生產(chǎn)要素和創(chuàng)造財(cái)富的源泉。而薪酬管理作為人力資源管理體系的核心部分，在吸引、留住、發(fā)展、激勵(lì)員工等方面發(fā)揮著至關(guān)重要的作用，抓好企業(yè)薪酬管理是激活人力資源，增強(qiáng)企業(yè)核心競爭力，實(shí)現(xiàn)企業(yè)戰(zhàn)略目標(biāo)的必修課題。 內(nèi)蒙古超高壓供電局是內(nèi)蒙古電力公司直屬大型一類企業(yè)，負(fù)責(zé)內(nèi)蒙古西部500千伏主網(wǎng)的前期論證、電網(wǎng)建設(shè)、運(yùn)營管理、檢修維護(hù)、營銷計(jì)量工作，為保障內(nèi)蒙供電穩(wěn)定局面做出了積極貢獻(xiàn)。但隨著外部市場經(jīng)濟(jì)環(huán)境的不斷深化，體制、機(jī)制問題日漸突出，冗員過多，薪酬滿意度低，工作積極性不高等問題已經(jīng)成為制約企業(yè)發(fā)展的重要障礙。 本文選取內(nèi)蒙古超高壓供電局為研究對象，，從薪酬基礎(chǔ)理論研究入手對薪酬理論進(jìn)行了闡述，包括薪酬的內(nèi)涵、薪酬基礎(chǔ)理論、薪酬激勵(lì)理論、薪酬設(shè)計(jì)的相關(guān)理論等。依據(jù)現(xiàn)代薪酬管理理論和方法，在對內(nèi)蒙古超高壓供電局的組織結(jié)構(gòu)、人力資源管理現(xiàn)狀進(jìn)行分析的基礎(chǔ)上，對薪酬管理現(xiàn)狀進(jìn)行全面細(xì)致的分析和研究，找出了目前內(nèi)蒙古超高壓供電局存在的薪酬構(gòu)成陳舊、晉升渠道單一、分配平均主義嚴(yán)重等問題，并在此基礎(chǔ)上提出較為切合企業(yè)實(shí)際的崗位薪點(diǎn)工資制薪酬方案，確定了薪資體系構(gòu)成，強(qiáng)調(diào)了實(shí)施條件、實(shí)施環(huán)節(jié)，并對該方案在實(shí)施過程中可能遇到的問題提出合理建議，最后得出了崗位薪點(diǎn)工資制的實(shí)施將有利于職工責(zé)任感、緊迫感、經(jīng)濟(jì)效益觀念的增強(qiáng)，提高職工加強(qiáng)學(xué)習(xí)、自我完善的動力，增強(qiáng)職工隊(duì)伍活力，提高企業(yè)綜合競爭力，進(jìn)而對內(nèi)蒙古超高壓供電局的發(fā)展起到積極促進(jìn)作用的結(jié)論。
[Abstract]:In the 21 century, with the arrival of the new economic era, Chinese enterprises have to face the double risks brought by social transformation and economic globalization in the increasingly fierce market competition environment. As an important strategic resource, human resource has surpassed material capital and monetary capital, and has become the most important factor of production and the source of wealth creation. As the core part of human resource management system, salary management plays an important role in attracting, retaining, developing and motivating employees. The compulsory subject of realizing the strategic goal of the enterprise. The Inner Mongolia UHV Power supply Bureau is a large enterprise directly under Inner Mongolia Electric Power Company. It is responsible for the preliminary demonstration of the 500 kV main network in the west of Inner Mongolia, the construction of the power network, the operation and management, maintenance and maintenance, and the work of marketing measurement. In order to ensure the stability of power supply in Inner Mongolia has made positive contributions. However, with the deepening of the external market economy environment, the problems of system and mechanism become more and more prominent, too many redundant staff, low salary satisfaction, low work enthusiasm and other problems have become an important obstacle to the development of enterprises. This paper selects Inner Mongolia ultra-high voltage power supply bureau as the research object, starting with the research of salary basic theory, including the connotation of salary, salary basic theory, salary incentive theory, compensation design related theory and so on. According to the modern salary management theory and method, on the basis of analyzing the organization structure and human resource management status of Inner Mongolia UHV Power supply Bureau, this paper makes a comprehensive and detailed analysis and research on the present salary management situation. This paper finds out the problems existing in Inner Mongolia UHV Power supply Bureau at present, such as old salary structure, single promotion channel, serious equalitarianism and so on. On this basis, it puts forward a more practical salary system salary scheme for the enterprise. The composition of the salary system is determined, the conditions and links of implementation are emphasized, and reasonable suggestions are put forward on the problems that may be encountered in the implementation of the scheme. Finally, it is concluded that the implementation of the salary and wage system at the post point will be conducive to the sense of responsibility and urgency of the staff and workers. The enhancement of economic benefit concept, the improvement of workers' study, the improvement of the motive force of self-improvement, the enhancement of the vitality of the staff and workers, the improvement of the comprehensive competitiveness of the enterprises, and the conclusion that the development of the Inner Mongolia UHV Power supply Bureau can be actively promoted.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.61

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