【摘要】：二十一世紀(jì)經(jīng)濟(jì)全球化的大背景下,企業(yè)的競(jìng)爭(zhēng)主要體現(xiàn)為人才的競(jìng)爭(zhēng)。對(duì)人才的管理主要體現(xiàn)為薪酬管理。由于歷史發(fā)展原因,我國(guó)的薪酬管理礙于市場(chǎng)化深度不夠以及不完善不成熟的勞動(dòng)力市場(chǎng),目前我國(guó)企業(yè)的薪酬管理一直處于凌亂狀態(tài)。MD石化正處于體制轉(zhuǎn)換完成后期,其薪酬管理體系還處于探索過(guò)程中,問(wèn)題較多,尚未形成統(tǒng)一的有效模式,影響了組織效率,需要建立一個(gè)動(dòng)態(tài)的、發(fā)展的和不斷優(yōu)化的薪酬管理體系。 本文根據(jù)MD石化實(shí)際情況,有針對(duì)性的設(shè)計(jì)出了一套與企業(yè)發(fā)展相適應(yīng)、科學(xué)合理的薪酬管理體系,充分調(diào)動(dòng)員工積極性和創(chuàng)造性,其適用性更強(qiáng),完整性更高,有利于促進(jìn)提升企業(yè)管理水平,對(duì)于MD石化發(fā)展目標(biāo)的實(shí)現(xiàn)和面對(duì)其他資本競(jìng)爭(zhēng)形成企業(yè)核心競(jìng)爭(zhēng)力,都具有十分重要和深遠(yuǎn)的意義。薪酬管理體系的建設(shè)對(duì)MD石化的整體發(fā)展戰(zhàn)略建設(shè)具有較強(qiáng)的推動(dòng)作用,可以全面提升公司核心競(jìng)爭(zhēng)力,為實(shí)現(xiàn)企業(yè)發(fā)展戰(zhàn)略目標(biāo)奠定良好的基礎(chǔ),本文的研究也可以為同類企業(yè)提供范例和模式。 本文深入研究了MD石化公司的現(xiàn)有薪酬管理體系制度,同時(shí)對(duì)現(xiàn)有薪酬管理體系制度中存在的弊端進(jìn)行了仔細(xì)分析,重新設(shè)計(jì)了能夠很好的適應(yīng)MD石化公司未來(lái)的有效高速優(yōu)質(zhì)發(fā)展戰(zhàn)略的新的具有我國(guó)國(guó)企改制后的特色的新的薪酬管理制度體系。希望此具有中國(guó)特色的薪酬管理制度體系能夠幫助企業(yè)高效創(chuàng)收并能很好的吸引高素質(zhì)優(yōu)秀人才,同時(shí)能夠?yàn)槠髽I(yè)員工建立企業(yè)愿景和實(shí)現(xiàn)個(gè)人自身的職業(yè)生涯規(guī)劃提供保障以更好的留住優(yōu)秀人才有所幫助。
[Abstract]:Under the background of economic globalization in the 21 th century, the competition of enterprises is mainly reflected in the competition of talents. The management of talents is mainly reflected in salary management. Because of the historical development, the salary management in our country has been in a state of disorder because of the lack of marketization depth and the imperfect labor market. MD Petrochemical is in the late stage of system transformation. Its salary management system is still in the process of exploration, there are many problems, and it has not yet formed a unified effective mode, which has affected the organizational efficiency. It is necessary to establish a dynamic, developing and constantly optimizing salary management system. According to the actual situation of MD Petrochemical Company, this paper has designed a set of scientific and reasonable salary management system in accordance with the development of the enterprise, which can fully arouse the enthusiasm and creativity of the staff, and its applicability is stronger and its integrity is higher. It is beneficial to promote the improvement of enterprise management, and is of great importance and far-reaching significance to the realization of MD petrochemical development goal and the formation of enterprise core competitiveness in the face of other capital competition. The construction of salary management system has a strong role in promoting the overall development strategy construction of MD Petrochemical Company, which can comprehensively enhance the core competitiveness of the company and lay a good foundation for the realization of the strategic goal of enterprise development. The research in this paper can also provide examples and models for similar enterprises. In this paper, the existing salary management system of MD Petrochemical Company is deeply studied, and the disadvantages of the existing compensation management system are analyzed carefully. This paper redesigns a new salary management system with the characteristics of the reform of state-owned enterprises in China, which can adapt to the effective high speed and high quality development strategy of MD Petrochemical Company in the future. I hope this salary management system with Chinese characteristics can help enterprises to generate income efficiently and attract high-quality talents. At the same time, it can help employees to set up a vision and realize their own career planning in order to better retain talented people.
【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;F426.722

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