本文關(guān)鍵詞：DY企業(yè)職能管理人員基于寬帶薪酬理論的薪酬方案設(shè)計(jì)　出處：《湖南師范大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

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【摘要】：在傳統(tǒng)的薪酬體系里,薪酬是經(jīng)常和某個(gè)人在組織里的行政等級(jí)或者行政位置互相一致的,也就是職位越高必然帶來薪酬越高；但是在企業(yè)內(nèi)部結(jié)構(gòu)日益向著扁平化方向發(fā)展的趨勢下,大大壓縮組織內(nèi)部的等級(jí)數(shù)量成為了必然,工程師及職能管理人員的職位數(shù)量和晉升級(jí)數(shù)非常有限,從而在相當(dāng)?shù)某潭壬先趸藗鹘y(tǒng)薪酬體系的激勵(lì)效用。所以,引入一種能夠改造傳統(tǒng)薪酬體系重崗級(jí)晉升的激勵(lì)機(jī)制,使薪酬調(diào)整不再為單一的崗級(jí)所制約的新型薪酬體系就成為了需要。這種體系能更多的與員工和企業(yè)的實(shí)際績效相結(jié)合,從而匹配企業(yè)組織結(jié)構(gòu)扁平化的變革,最大可能的促進(jìn)企業(yè)發(fā)展。 寬帶薪酬理論在這樣一個(gè)背景下應(yīng)運(yùn)而生。寬帶薪酬指的是對(duì)薪酬變動(dòng)范圍和多個(gè)薪酬等級(jí)進(jìn)行新的組合,從而實(shí)現(xiàn)相應(yīng)較寬的薪酬變動(dòng)范圍以及相應(yīng)的相對(duì)較少的薪酬等級(jí)。 在DY企業(yè)里,原來的薪酬體系不夠合理,職能管理人員對(duì)薪酬滿意程度較低,有害于企業(yè)績效的提高和長遠(yuǎn)的發(fā)展。本文通過認(rèn)真的調(diào)查研究,找出DY企業(yè)薪酬管理中的問題,并使用寬帶薪酬理論對(duì)現(xiàn)有的薪酬體系進(jìn)行完善。通過設(shè)計(jì)出合理的薪酬方案,實(shí)現(xiàn)對(duì)職能管理人員卓有成效的吸引和激勵(lì),使其潛在的能力得到不斷開發(fā)。 文章的第一部分給出了問題,介紹了選題的背景、研究的目的、意義、思路,研究方法及文章框架。第二部分對(duì)相關(guān)薪酬設(shè)計(jì)和薪酬理論進(jìn)行了回顧；全面整理了國內(nèi)外學(xué)者在國內(nèi)外企業(yè)應(yīng)用寬帶薪酬體系的實(shí)踐經(jīng)驗(yàn)以及寬帶薪酬領(lǐng)域的科研成果,最后在分析我國企業(yè)實(shí)際情況的基礎(chǔ)上探討了寬帶薪酬體系應(yīng)用和實(shí)施的必要條件。第三部分闡述了DY企業(yè)寬帶薪酬體系的設(shè)計(jì)流程,主要包含設(shè)計(jì)之前的準(zhǔn)備階段與設(shè)計(jì)階段。闡述了寬帶薪酬在DY企業(yè)的實(shí)踐性和它設(shè)計(jì)的詳細(xì)過程,運(yùn)用科學(xué)的、現(xiàn)代的方法,建立一套卓有成效的、適應(yīng)該企業(yè)特點(diǎn)的薪酬體系。第四部分總結(jié)DY企業(yè)實(shí)施寬帶薪酬體系所取得的研究成果,并從科學(xué)運(yùn)用寬帶薪酬理論和完善相關(guān)保障措施兩方面提出建議,以期可以為其他企業(yè)在計(jì)劃實(shí)施和推行寬帶薪酬體系時(shí),怎樣更有效發(fā)揮這個(gè)薪酬體系的功能,提早意識(shí)、以及避免其消極作用提供了一些思路。本論文最終的探討和寫作目的就在于通過DY企業(yè)的案例闡明寬帶薪酬理論的運(yùn)用能有效地將企業(yè)利益和企業(yè)職能管理人員利益有機(jī)結(jié)合起來,吸引、留住和培植高素質(zhì)、有能力的人力資本,從智力基礎(chǔ)上筑牢企業(yè)的可持續(xù)發(fā)展能力和核心競爭力。
[Abstract]:In the traditional salary system, the salary is often consistent with the administrative level or position of a person in the organization, that is, the higher the position, the higher the salary; However, under the trend that the internal structure of the enterprise is increasingly flat, it is inevitable to greatly reduce the number of levels within the organization, and the number of positions and promotions of engineers and functional managers is very limited. So it weakens the incentive effect of the traditional salary system to a certain extent. Therefore, this paper introduces an incentive mechanism which can transform the traditional salary system to emphasize the post promotion. So that salary adjustment is no longer restricted by a single post level of the new salary system has become a need. This system can be more with the actual performance of employees and enterprises, so as to match the flattened change of enterprise organizational structure. Promote the development of enterprises as much as possible. Broadband compensation theory emerges as the times require under such a background. Broadband compensation refers to a new combination of salary range and multiple pay grades. Thus, the corresponding wider range of salary changes and the corresponding relatively small salary grade. In DY enterprises, the original compensation system is not reasonable, the functional managers are less satisfied with the compensation, which is harmful to the improvement of enterprise performance and long-term development. Find out the problems in the DY enterprise compensation management, and use the broadband compensation theory to perfect the existing compensation system. Through the design of a reasonable compensation plan, to achieve the effective attraction and incentive to the functional managers. To develop its potential capabilities. The first part of the article gives the question, introduces the background, the purpose, the significance, the train of thought, the research method and the article frame. The second part has carried on the review to the related salary design and the compensation theory; Comprehensive collation of domestic and foreign scholars in domestic and foreign enterprises in the application of broadband compensation system of practical experience and broadband compensation field of scientific research results. Finally, on the basis of analyzing the actual situation of enterprises in China, the paper discusses the necessary conditions for the application and implementation of broadband compensation system. The third part describes the design process of broadband compensation system in DY enterprises. It mainly includes the preparation stage and the design stage before the design. It expounds the practicality of broadband salary in DY enterprise and the detailed process of its design, using scientific and modern methods to establish a set of fruitful. Part 4th summarizes the research results of implementing broadband compensation system in DY enterprises, and puts forward some suggestions from two aspects: the scientific application of broadband compensation theory and the improvement of relevant safeguard measures. In order to other enterprises in the implementation and implementation of broadband pay system, how to play the role of this pay system more effectively, early awareness. Finally, the purpose of this paper is to illustrate the application of broadband compensation theory through the case of DY enterprises, which can effectively integrate the interests of enterprises and the functional managers of enterprises. The interests of members are organically combined. To attract, retain and cultivate human capital with high quality and ability, and build the sustainable development ability and core competitiveness of enterprises on the basis of intelligence.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F49

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