【摘要】：在企業(yè)管理中理論上我們會(huì)經(jīng)常強(qiáng)調(diào)管理方法,其實(shí)薪酬在企業(yè)發(fā)展中也尤為重要。薪酬管理體系居于人力資源管理體系的中心地位,能為企業(yè)的長(zhǎng)足發(fā)展吸引人才也能留住企業(yè)固有的人力資源。本文研究的是陜西柴油機(jī)重工有限公司(以下簡(jiǎn)稱陜柴重工)的薪酬管理問(wèn)題。陜柴重工是我國(guó)重要的柴油機(jī)制造企業(yè),是我國(guó)裝備制造業(yè)的佼佼者。因此研究陜柴重工對(duì)于研究裝備制造業(yè)和國(guó)有企業(yè)的薪酬管理改革都有著積極的意義和示范的作用。 陜柴重工薪酬管理與改革方案的研究出發(fā)點(diǎn)是以其問(wèn)題為起點(diǎn)的,從問(wèn)題中探尋改革的方向。陜柴重工薪酬管理的主要問(wèn)題是付薪理由不明晰、行政級(jí)別依然存在、崗位層次差距不合理、薪酬市場(chǎng)化程度不高、缺乏績(jī)效考核制度和監(jiān)督機(jī)制以及薪酬管理理念相對(duì)不足等問(wèn)題。 本文是以陜西柴油機(jī)重工有限公司于2009年開(kāi)始制定并實(shí)施的薪酬制度改革方案為研究對(duì)象,綜合運(yùn)用調(diào)查法、文獻(xiàn)綜述法、比較分析法、SWOT分析法等方法,結(jié)合當(dāng)下整個(gè)國(guó)有企業(yè)薪酬改革的背景,針對(duì)陜柴重工目前薪酬制度管理不盡人意的現(xiàn)狀,通過(guò)分析該企業(yè)薪酬制度改革方案的具體措施及背景,找出方案實(shí)施受阻的原因,提出薪酬制度改革方案的合理化建議,以及確保新方案順利推行的保障措施。 通過(guò)本文的研究,使得能夠了解陜柴重工的薪酬管理現(xiàn)狀以及問(wèn)題,并且設(shè)計(jì)合理科學(xué)的薪酬管理制度,促進(jìn)陜柴重工的薪酬管理工作,保障企業(yè)員工的利益,在保障企業(yè)成員的需求下,最大限度的實(shí)現(xiàn)企業(yè)效益。促進(jìn)人力資源管理的科學(xué)化,實(shí)行科學(xué)的薪酬管理改革方案有利于建立具有核心競(jìng)爭(zhēng)力的企業(yè)形象。與企業(yè)的整體發(fā)展戰(zhàn)略,為企業(yè)的發(fā)展貢獻(xiàn)在人力資源以及財(cái)務(wù)管理等各個(gè)方面的價(jià)值。
[Abstract]:In theory, we often emphasize the management method in the enterprise management, in fact, the salary is especially important in the enterprise development. Salary management system is the central position of human resource management system, which can attract talents for the rapid development of enterprises and retain the inherent human resources of enterprises. This paper studies the salary management of Shaanxi Diesel engine heavy Industry Co., Ltd (hereinafter referred to as Shaanchai heavy Industry). Shaanchai heavy Industry is an important diesel engine manufacturing enterprise in China and a leader in China's equipment manufacturing industry. Therefore, the study of Shaanchai heavy Industry has positive significance and demonstration function for the research of the equipment manufacturing industry and the salary management reform of state-owned enterprises. The starting point of the research on the compensation management and reform scheme of Shaanchai heavy Industry is based on its problems and explores the direction of the reform from the problems. The main problems in the salary management of Shaanxi Chai heavy Industry are that the reasons for pay are not clear, the administrative level still exists, the gap between post levels is unreasonable, and the degree of salary marketization is not high. Lack of performance appraisal system, supervision mechanism and salary management concept is relatively inadequate. This paper takes the salary system reform scheme that Shaanxi Diesel engine heavy Industry Co., Ltd began to develop and implement in 2009 as the research object, synthetically uses the investigation method, the literature review method, the comparative analysis method and the SWOT analysis method and so on. Based on the background of the current salary reform of the whole state-owned enterprise, aiming at the unsatisfactory management of the compensation system of Shaanxi Chai heavy Industry, this paper analyzes the concrete measures and background of the reform scheme of the enterprise's salary system, and finds out the reasons for the hindrance of the implementation of the scheme. To put forward proposals for the rationalization of the pay system reform plan and safeguard measures to ensure the smooth implementation of the new scheme. Through the research of this paper, it is possible to understand the present situation and problems of the compensation management of Shaanzhai heavy Industry, and to design a reasonable and scientific salary management system, to promote the salary management work of Shaanchai heavy Industry, and to protect the interests of the employees. In the protection of the needs of enterprise members, to maximize the realization of enterprise benefits. To promote the scientific management of human resources and to carry out scientific salary management reform is beneficial to the establishment of a corporate image with core competitiveness. And the overall development strategy of the enterprise, contribute to the development of the enterprise in human resources and financial management and other aspects of the value.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.4

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本文編號(hào)：2197712