本文選題：薪酬激勵 + 薪酬方案　； 參考：《北京郵電大學》2013年碩士論文

【摘要】：薪酬管理作為現(xiàn)代人力資源管理的一個重要組成部分,對企業(yè)人力資源戰(zhàn)略乃到整個公司發(fā)展戰(zhàn)略的實現(xiàn)至關重要,一個科學、合理的薪酬體系能夠在競爭激烈的人才市場上有效地吸引、保留和激勵人才,從而維持企業(yè)的核心競爭能力,使企業(yè)在激烈的市場競爭中立于不敗之地。在企業(yè)發(fā)展的各個階段,薪酬在吸引和儲備關鍵人才都起到無法取代的作用。 企業(yè)管理者需要密切關注的問題之一就是如何使公司實行的薪酬體系起到起到激勵員工和提高組織績效的目的。本文從河南移動周口分公司薪酬體系出發(fā),針對新的形勢,首先對國內外主要的薪酬理論,薪酬方案和薪酬設計的方法和步驟做了介紹和分析,在薪酬理論中重點介紹了現(xiàn)代工資理論。在薪酬方案的介紹中,分析了三種主要薪酬方案：以崗位為基礎的方案,以個人為基礎的方案和以績效為基礎的薪酬方案的各自特點,不足及其適用性,并說明了在企業(yè)實踐中企業(yè)往往有采用混合方案的趨勢。然后以傳統(tǒng)的以崗位為基礎的薪酬方案為例,介紹了薪酬方案設計和實施中的一般程序和步驟。。 本文最后,在理論分析的基礎上,結合河南移動周口分公司的實際情況,提出了以適合該公司的以崗位為基礎,兼顧個人因素和績效因素的混合方案一。3P薪酬方案。在進行崗位評估時,選擇了因素計點法作為評估方法。選擇評估因素時,采用的德爾菲法,然后,使用層次分析法解決了因素權重確定的難題。本文結尾通過對該薪酬方案實施后的跟蹤反饋,顯示了這是一套基本符合企業(yè)主導需求的,各方面滿意度較高的薪酬方案。。
[Abstract]:As an important part of modern human resource management, salary management is very important to the realization of the whole company's development strategy. A reasonable compensation system can effectively attract, retain and motivate talents in the highly competitive talent market, thus maintaining the core competitiveness of the enterprise and making the enterprise in an invincible position in the fierce market competition. In every stage of enterprise development, compensation plays an irreplaceable role in attracting and reserving key talents. One of the problems that managers should pay close attention to is how to make the salary system play an important role in encouraging employees and improving organizational performance. Starting from the compensation system of Henan Mobile Zhoukou Branch, this paper first introduces and analyzes the main compensation theories, compensation schemes and methods and steps of salary design at home and abroad in view of the new situation. In the pay theory, the emphasis is placed on the modern wage theory. In the introduction of the salary scheme, the paper analyzes the respective characteristics, shortcomings and applicability of the three main salary schemes: the job-based scheme, the individual-based scheme and the performance-based compensation scheme. It also shows that in the practice of enterprises, there is a tendency to adopt mixed schemes. Then taking the traditional post-based compensation scheme as an example, this paper introduces the general procedure and steps in the design and implementation of the compensation scheme. Finally, on the basis of theoretical analysis, combined with the actual situation of Henan Mobile Zhoukou Branch, this paper puts forward a mixed compensation scheme, I. e. 3P, which is suitable for the company based on position and takes into account both personal factors and performance factors. In the post evaluation, the factor counting method is chosen as the evaluation method. The Delphi method is used to evaluate the factors, and then the analytic hierarchy process is used to solve the problem of determining the weight of factors. At the end of this paper, through the follow-up feedback after the implementation of the compensation scheme, it is shown that this is a set of salary schemes that basically meet the needs of the enterprises and have a high degree of satisfaction in all aspects.
【學位授予單位】：北京郵電大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F626;F272.92

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