大連Y企業(yè)（日資）薪酬優(yōu)化方案研究
發(fā)布時間：2018-08-20 20:17
【摘要】：據(jù)相關(guān)數(shù)據(jù)統(tǒng)計,在大連的外資企業(yè)中,日資企業(yè)約占四分之一,這些企業(yè)都是伴隨著中國改革開放最先進入大連的勞動密集型企業(yè),也就是說他們當初來大連投資的目的是為了降低成本。然而,隨著經(jīng)濟的不斷發(fā)展,國內(nèi)勞動密集型產(chǎn)業(yè)人力資源成本也隨之提升,大連日資企業(yè)的薪酬水平及結(jié)構(gòu)已經(jīng)不能適應(yīng)中國經(jīng)濟發(fā)展的需要,自2005年7月27日,日本東芝大連有限公司的中國員工們因?qū)π匠旮＠粷M而首先發(fā)起了罷工事件,之后又陸續(xù)出現(xiàn)了日資企業(yè)員工罷工要求加薪的現(xiàn)象,例如：日本電產(chǎn)(大連)有限公司和日本佳能大連有限公司等等,已形成明顯的惡性循環(huán)。時至今日大連的日本獨資企業(yè)每年都會出現(xiàn)因不滿薪酬而罷工的現(xiàn)象。 因此,如何應(yīng)對近幾年來日資企業(yè)員工因不滿薪酬而發(fā)生的罷工局面,已成為當前大連口資企業(yè)迫切需要解決的問題,大連Y企業(yè)(口資)也不例外。因而作為Y企業(yè)的高層領(lǐng)導(dǎo),本文提出了對其薪酬優(yōu)化方案的研究,以便能為企業(yè)管理層進行有效的薪酬管理決策提供有價值的參考。本文的研究思路：首先,本文從薪酬管理的角度出發(fā),在借鑒許多專家和學(xué)者觀點及其研究成果的基礎(chǔ)上,積極引入人力資源管理理論、薪酬管理理論、激勵理論等基本理論,對薪酬及薪酬管理理論等相關(guān)概念進行了辨析；然后,通過問卷調(diào)查和調(diào)研訪談,對Y企業(yè)薪酬的管理現(xiàn)狀及問題原因進行深層次的探析,以便結(jié)合實際提出Y企業(yè)員工薪酬設(shè)計的新思路和可行性方案；其次,依據(jù)薪酬設(shè)計的目的及遵循的原則,結(jié)合Y企業(yè)薪酬結(jié)構(gòu)的構(gòu)成及相關(guān)數(shù)據(jù),運用定性和定量分析的方法,提出了Y企業(yè)薪酬優(yōu)化的方案,以便為管理層進行薪酬管理提供參考；最后,提出了Y企業(yè)薪酬方案運行的保障措施。本文從整體上形成了一個較為系統(tǒng)的薪酬設(shè)計分析體系,,期望能對Y企業(yè)及相似的日資企業(yè)在人力資源管理,尤其是薪酬管理的實踐工作提供啟示作用。
[Abstract]:According to relevant statistics, among the foreign-funded enterprises in Dalian, Japanese enterprises account for about 1/4. These enterprises are all labor-intensive enterprises that first entered Dalian with China's reform and opening up. In other words, they came to Dalian to invest in order to reduce costs. However, with the continuous development of the economy, the human resource cost of domestic labor-intensive industries is also rising. The salary level and structure of Dalian Japanese-funded enterprises can no longer meet the needs of China's economic development. Since July 27, 2005, The Chinese employees of Toshiba Dalian Co., Ltd. in Japan first launched a strike because they were dissatisfied with their pay and benefits, and then there was a phenomenon in which employees of Japanese enterprises went on strike to ask for a pay rise. For example, Japan Electric (Dalian) Co., Ltd. and Canon Dalian Co., Ltd. have formed a vicious circle. Today, Dalian's Japanese sole proprietorships strike every year because of pay grievances. Therefore, how to deal with the strike of Japanese enterprise staff due to dissatisfaction with salary in recent years has become an urgent problem to be solved by Dalian enterprise, and Dalian Y enterprise is no exception. Therefore, as the senior leader of Y enterprise, this paper puts forward the research of its compensation optimization scheme, so as to provide a valuable reference for the management of the enterprise to make effective salary management decision. First of all, from the perspective of salary management, based on the views of many experts and scholars and their research results, this paper actively introduces the basic theories of human resources management theory, salary management theory, incentive theory and so on. Then, through the questionnaire survey and the investigation and interview, the paper makes a deep analysis of the current situation and reasons of the compensation management in Y enterprises, and analyzes the related concepts, such as salary and salary management theory. In order to put forward a new idea and feasible scheme of employee compensation design in Y enterprise according to the actual situation. Secondly, according to the purpose and principle of compensation design, combining with the composition and relevant data of compensation structure in Y enterprise, By using qualitative and quantitative methods, this paper puts forward the scheme of compensation optimization in Y enterprise, which can provide reference for the management of compensation management. Finally, it puts forward the safeguard measures for the operation of compensation scheme in Y enterprise. In this paper, a systematic system of salary design and analysis is formed, which is expected to provide enlightenment to Y enterprises and similar Japanese enterprises in human resource management, especially in the practice of salary management.
【學(xué)位授予單位】：蘭州理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F416.6
本文編號：2194871
[Abstract]:According to relevant statistics, among the foreign-funded enterprises in Dalian, Japanese enterprises account for about 1/4. These enterprises are all labor-intensive enterprises that first entered Dalian with China's reform and opening up. In other words, they came to Dalian to invest in order to reduce costs. However, with the continuous development of the economy, the human resource cost of domestic labor-intensive industries is also rising. The salary level and structure of Dalian Japanese-funded enterprises can no longer meet the needs of China's economic development. Since July 27, 2005, The Chinese employees of Toshiba Dalian Co., Ltd. in Japan first launched a strike because they were dissatisfied with their pay and benefits, and then there was a phenomenon in which employees of Japanese enterprises went on strike to ask for a pay rise. For example, Japan Electric (Dalian) Co., Ltd. and Canon Dalian Co., Ltd. have formed a vicious circle. Today, Dalian's Japanese sole proprietorships strike every year because of pay grievances. Therefore, how to deal with the strike of Japanese enterprise staff due to dissatisfaction with salary in recent years has become an urgent problem to be solved by Dalian enterprise, and Dalian Y enterprise is no exception. Therefore, as the senior leader of Y enterprise, this paper puts forward the research of its compensation optimization scheme, so as to provide a valuable reference for the management of the enterprise to make effective salary management decision. First of all, from the perspective of salary management, based on the views of many experts and scholars and their research results, this paper actively introduces the basic theories of human resources management theory, salary management theory, incentive theory and so on. Then, through the questionnaire survey and the investigation and interview, the paper makes a deep analysis of the current situation and reasons of the compensation management in Y enterprises, and analyzes the related concepts, such as salary and salary management theory. In order to put forward a new idea and feasible scheme of employee compensation design in Y enterprise according to the actual situation. Secondly, according to the purpose and principle of compensation design, combining with the composition and relevant data of compensation structure in Y enterprise, By using qualitative and quantitative methods, this paper puts forward the scheme of compensation optimization in Y enterprise, which can provide reference for the management of compensation management. Finally, it puts forward the safeguard measures for the operation of compensation scheme in Y enterprise. In this paper, a systematic system of salary design and analysis is formed, which is expected to provide enlightenment to Y enterprises and similar Japanese enterprises in human resource management, especially in the practice of salary management.
【學(xué)位授予單位】：蘭州理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F416.6
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