【摘要】：企業(yè)為了自身的發(fā)展必須考慮如何吸引并留住企業(yè)所需的人才,如何建立有戰(zhàn)斗力的員工隊(duì)伍。廣州通導(dǎo)信息技術(shù)服務(wù)有限公司成立于2013年,從事信息服務(wù)業(yè),隨著公司規(guī)模變大,公司專業(yè)技術(shù)人員的薪酬管理出現(xiàn)了一些問題,限制公司的發(fā)展,需要建立新的專業(yè)技術(shù)人員薪酬體系來適應(yīng)公司的組織戰(zhàn)略。本文以廣州通導(dǎo)信息技術(shù)服務(wù)有限公司專業(yè)技術(shù)人員為研究對象,通過詳細(xì)的調(diào)查分析和認(rèn)真的研究,找出公司專業(yè)技術(shù)人員薪酬管理中存在的問題,并研究相應(yīng)的解決方法,制訂出一套適合公司發(fā)展的專業(yè)技術(shù)人員薪酬管理方案。本文共分為四個(gè)部分,首先介紹本文的研究背景和研究意義,相關(guān)知識的文獻(xiàn)綜述和理論基礎(chǔ),包括薪酬理論、寬帶薪酬、薪酬體系設(shè)計(jì)、專業(yè)技術(shù)人員等,以及本文的研究方法與研究內(nèi)容,為論文的編寫奠定了基礎(chǔ)。然后,描述廣州通導(dǎo)公司概況及專業(yè)技術(shù)人員薪酬管理現(xiàn)狀,在對廣州通導(dǎo)公司的專業(yè)技術(shù)人員薪酬現(xiàn)狀進(jìn)行調(diào)查的基礎(chǔ)上,研究分析廣州通導(dǎo)公司專業(yè)技術(shù)人員薪酬管理存在的主要問題,如:公司薪酬管理制度不夠完善、專業(yè)技術(shù)人員工作效率降低、出現(xiàn)專業(yè)技術(shù)人員流失現(xiàn)象、招聘高級別專業(yè)技術(shù)人員困難。經(jīng)過分析,這些問題產(chǎn)生的主要原因是薪酬收入過分依靠職務(wù)升遷、薪酬水平與同行業(yè)脫離和薪酬管理制度不完善。再次,針對廣州通導(dǎo)公司的專業(yè)技術(shù)人員薪酬管理存在的問題及其發(fā)生原因,重新設(shè)計(jì)了公司專業(yè)技術(shù)人員薪酬管理方案,新的方案包含三個(gè)部分:薪酬方案設(shè)計(jì)的理論依據(jù)和原則、專業(yè)技術(shù)人員崗位價(jià)值評估、基于同行業(yè)市場薪酬調(diào)查的本公司專業(yè)技術(shù)人員薪酬水平的設(shè)計(jì)。其中,在專業(yè)技術(shù)人員崗位價(jià)值評估中,設(shè)計(jì)了崗位評估要素的維度和權(quán)重,更適合廣州通導(dǎo)公司的自身發(fā)展情況和特點(diǎn)。完成了專業(yè)技術(shù)人員薪酬體系的確定,包括薪酬架構(gòu)表和薪酬結(jié)構(gòu)的設(shè)計(jì),從而完成了新的薪酬方案的設(shè)計(jì)。最后,闡述廣州通導(dǎo)公司專業(yè)技術(shù)人員薪酬管理方案的實(shí)施與實(shí)施的保障措施。詳細(xì)介紹了公司專業(yè)技術(shù)人員薪酬管理方案實(shí)施流程,包括新的薪酬管理方案實(shí)施前的準(zhǔn)備和專業(yè)技術(shù)人員薪酬方案實(shí)施計(jì)劃;并提出公司專業(yè)技術(shù)人員薪酬管理方案實(shí)施的保障措施,以保障公司專業(yè)技術(shù)人員新的薪酬管理方案更為順利有效地推行。本文采用理論與實(shí)證分析相結(jié)合的科學(xué)分析方法,對廣州通導(dǎo)信息技術(shù)服務(wù)有限公司專業(yè)技術(shù)人員的薪酬管理方案進(jìn)行設(shè)計(jì)和調(diào)整,制訂新的薪酬方案,可以更好地保障公司持續(xù)快速發(fā)展,同時(shí)對同行業(yè)其它公司專業(yè)技術(shù)人員薪酬管理具備一定的參考作用和借鑒價(jià)值。
[Abstract]:For its own development, enterprises must consider how to attract and retain the talents needed by the enterprises and how to establish the effective staff. Guangzhou Tongguo Information Technology Service Co., Ltd. was established in 2013 to work in information services. As the company grew in size, there were some problems in the salary management of the company's professional and technical personnel, which limited the development of the company. Need to establish a new professional and technical personnel compensation system to adapt to the company's organizational strategy. This paper takes the professional and technical personnel of Guangzhou Tongguo Information Technology Service Co., Ltd. as the research object, through the detailed investigation and the careful research, finds out the problems existing in the compensation management of the company's professional and technical personnel, and studies the corresponding solution. Work out a set of professional and technical personnel compensation management program suitable for the development of the company. This paper is divided into four parts. Firstly, it introduces the research background and significance, literature review and theoretical basis of related knowledge, including salary theory, broadband compensation, compensation system design, professional and technical personnel, etc. The research methods and contents of this paper lay a foundation for the preparation of the thesis. Then, it describes the general situation of Guangzhou Tongguo Company and the current situation of compensation management of professional and technical personnel, on the basis of investigating the compensation status of professional and technical personnel of Guangzhou Tongguo Company. This paper studies and analyzes the main problems existing in the compensation management of professional and technical personnel of Guangzhou Tong Guide Company, such as: the compensation management system of the company is not perfect, the working efficiency of professional and technical personnel is reduced, and the phenomenon of loss of professional and technical personnel appears. Recruitment of high-level professional and technical personnel is difficult. Through analysis, the main causes of these problems are that salary income depends too much on job promotion, salary level is divorced from the same industry and salary management system is not perfect. Thirdly, aiming at the problems existing in the compensation management of the professional and technical personnel of Guangzhou Tong Guide Company and the causes, the paper redesigns the compensation management scheme of the professional and technical personnel of the company. The new scheme consists of three parts: the theoretical basis and principle of salary scheme design, the evaluation of professional and technical personnel's position value, and the design of compensation level of professional and technical personnel of our company based on the market salary survey of the same industry Among them, in the professional and technical personnel post value evaluation, designed the dimension and the weight of the post evaluation elements, which is more suitable for Guangzhou Tongguo company's own development and characteristics. The compensation system of professional and technical personnel is determined, including the design of salary structure table and compensation structure, and the design of new compensation scheme is completed. At last, the paper expounds the implementation and guarantee measures of the compensation management scheme for professional and technical personnel of Guangzhou Tongguo Company. Detailed introduction of the company's professional and technical personnel pay management program implementation process, including the new salary management plan before the implementation of the preparation and professional and technical personnel compensation plan implementation plan; In order to ensure the implementation of the new salary management scheme for the professional and technical personnel of the company, the paper puts forward the guarantee measures for the implementation of the compensation management scheme for the professional and technical personnel of the company. In this paper, the author designs and adjusts the compensation management scheme of the professional and technical personnel of Guangzhou Tongguo Information Technology Service Co., Ltd., by using the scientific analysis method of combining theory with empirical analysis, and formulates a new compensation scheme. It can better ensure the company's sustained and rapid development, at the same time, it has certain reference function and reference value to the compensation management of professional and technical personnel of other companies in the same industry.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F49

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