發(fā)布時(shí)間：2018-03-13 19:12

  本文選題：薪酬體系　切入點(diǎn)：職務(wù)評(píng)價(jià)　出處：《哈爾濱理工大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著我國(guó)IT產(chǎn)業(yè)發(fā)展迅速，涌現(xiàn)了很多軟件企業(yè)。軟件企業(yè)是知識(shí)型企業(yè)，而知識(shí)型企業(yè)競(jìng)爭(zhēng)的關(guān)鍵在于人。從員工角度來(lái)看，薪酬是家庭收入的絕大部分，只有合理的薪酬才能讓員工更加積極穩(wěn)定的工作。目前，沈陽(yáng)用友軟件公司的薪酬體系存在著諸多問(wèn)題，己經(jīng)造成人才的流失。因此，本文研究的重點(diǎn)是為沈陽(yáng)用友軟件公司建立與完善一套激勵(lì)有效的薪酬體系。 本文重點(diǎn)討論了沈陽(yáng)用友軟件公司的薪酬調(diào)整方案設(shè)計(jì)：首先，通過(guò)對(duì)沈陽(yáng)用友軟件公司的組織結(jié)構(gòu)、人員構(gòu)成情況及薪酬問(wèn)卷調(diào)查和訪談結(jié)果，來(lái)分析沈陽(yáng)用友軟件公司現(xiàn)行薪酬體系中存在的問(wèn)題，尤其著重分析了沈陽(yáng)用友軟件公司關(guān)鍵的三類崗位人員即高層管理人員、銷售人員、項(xiàng)目實(shí)施人員薪酬情況，分析過(guò)程中引用了薪酬設(shè)計(jì)的理論依據(jù)和原則，并列舉了詳細(xì)的薪酬的基本模式，為沈陽(yáng)用友軟件公司薪酬設(shè)計(jì)思路提供了理論依據(jù)。其次，全文結(jié)合沈陽(yáng)用友軟件公司的薪酬現(xiàn)狀，依據(jù)薪酬設(shè)計(jì)理論分別對(duì)高層管理人員、銷售人員、項(xiàng)目實(shí)施人員的進(jìn)行了單獨(dú)的薪酬設(shè)計(jì)，提出了適合各崗位的薪酬制度，即對(duì)高層管理者實(shí)行年薪制，通過(guò)股權(quán)將管理人員的利益與企業(yè)利益聯(lián)系在一起；對(duì)銷售人員實(shí)行底薪加銷售提成制；對(duì)項(xiàng)目實(shí)施人員實(shí)行寬帶薪酬工資加成果提成制；同時(shí)在福利方面設(shè)計(jì)了彈性制福利計(jì)劃，最后，，提出如何保障新的薪酬方案的實(shí)施方法。 本文在研究和設(shè)計(jì)沈陽(yáng)用友軟件公司薪酬體系過(guò)程中應(yīng)用了職務(wù)評(píng)價(jià)、外部薪酬調(diào)查、寬帶薪酬等理論和方法，秉承薪酬激勵(lì)的功能及其主要設(shè)計(jì)原則：公平性原則、經(jīng)濟(jì)性原則、競(jìng)爭(zhēng)性原則。且以提升薪酬體系的科學(xué)性、有效性為導(dǎo)向，為企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)提供支持。最終形成了符合沈陽(yáng)用友軟件公司目前公司發(fā)展和人員情況的薪酬調(diào)整方案。希望這個(gè)方案能幫助軟件企業(yè)在人力資源的競(jìng)爭(zhēng)中發(fā)揮優(yōu)勢(shì)，實(shí)現(xiàn)企業(yè)和員工利益的平衡與最大化，為同業(yè)界的軟件公司提供借鑒作用。
[Abstract]:With the rapid development of IT industry in China, many software enterprises have emerged. Software enterprises are knowledge-based enterprises, and the key to the competition of knowledge-based enterprises lies in people. From the perspective of employees, salary is the majority of household income. Only reasonable salary can make employees work more actively and stably. At present, there are many problems in the compensation system of Shenyang yangyou software company, which has caused the brain drain. The focus of this paper is to establish and perfect a set of effective incentive compensation system for Shenyang Uyong Software Company. This paper focuses on the design of compensation adjustment scheme of Shenyang yangyou software company. Firstly, through the organization structure, personnel composition, salary survey and interview results of Shenyang yangyou software company, To analyze the problems existing in the current compensation system of Shenyang yangyou software company, especially the compensation situation of the three key positions of Shenyang yongyou software company, that is, senior management, sales personnel, and project implementation personnel, In the process of analysis, the theoretical basis and principle of salary design are cited, and the detailed basic models of compensation are listed, which provides a theoretical basis for the salary design of Shenyang Yong-you Software Company. According to the compensation design theory, this paper separately designs the compensation of senior management, sales personnel and project implementers, and puts forward the compensation system suitable for each position. That is to say, the annual salary system is applied to the senior managers, the interests of the managers are connected with the interests of the enterprises through equity, the bottom salary plus the sales commission system is applied to the sales personnel, the broadband salary salary plus the result commission system is applied to the project implementation personnel. At the same time, the flexible welfare plan is designed in the aspect of welfare. Finally, how to guarantee the implementation of the new salary scheme is put forward. This paper applies the theories and methods of job evaluation, external compensation survey, broadband compensation and so on in the process of researching and designing the compensation system of Shenyang yongyou software company, and adheres to the function of compensation incentive and its main design principle: fairness principle. Economic principle, competitive principle. And to improve the scientific pay system, effectiveness as the guide, To provide support for the realization of the strategic objectives of the enterprise. Finally, a salary adjustment plan which is in line with the current company development and personnel situation of Shenyang Yefu Software Company has been formed. It is hoped that this plan will help the software enterprises to play their advantages in the competition of human resources. To achieve the balance and maximization of the interests of enterprises and employees, and provide reference for the software companies in the same industry.
【學(xué)位授予單位】：哈爾濱理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F49

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