本文關(guān)鍵詞：YDJS公司激勵薪酬體系研究　出處：《大連海事大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： YDJS公司 薪酬 激勵

【摘要】：隨著經(jīng)濟(jì)全球化和信息化進(jìn)程的加快,物流業(yè)作為一個新興的行業(yè)正散發(fā)著蓬勃的生機(jī),在國家發(fā)展中處于非常重要的地位。2014年,我國物流業(yè)出現(xiàn)趨穩(wěn)向好,轉(zhuǎn)型升級的新局面,但物流人才的相對短缺已經(jīng)成為物流業(yè)的發(fā)展的瓶頸。YDJS公司經(jīng)過幾年的開拓發(fā)展,已步入了企業(yè)重要的發(fā)展時期。但是在我國物流人才相對缺乏的大環(huán)境下,YDJS公司如何吸引和留住物流人才的問題也日益凸現(xiàn)。有關(guān)研究表明,薪酬體系在吸引、激勵和留住人才中起著至關(guān)的作用。本文從分析YDJS公司薪酬現(xiàn)狀入手,通過訪談和問卷調(diào)查找出薪酬管理中存在的問題,然后進(jìn)行激勵薪酬體系設(shè)計,提出分配方案以及實施的保障措施。研究內(nèi)容主要包括五個部分。第一部分相關(guān)理論概述。這部分內(nèi)容為本文研究的理論依據(jù),對激勵薪酬方案的設(shè)計具有理論指導(dǎo)作用。主要介紹相關(guān)薪酬理論和相關(guān)激勵理論；第二部分YDJS公司薪酬現(xiàn)狀分析。主要分析公司薪酬現(xiàn)狀、員工薪酬滿意度,以及公司目前薪酬管理存在的問題。第三部分YDJS公司激勵薪酬體系設(shè)計。包括激勵薪酬體系設(shè)計的目的與原則、薪酬構(gòu)成及薪酬等級數(shù)量設(shè)計、薪酬水平和薪酬等級級差的確定、薪酬等級的交叉與重疊,以及薪酬級檔設(shè)計,最后歸納設(shè)計的薪酬方案的特點。第四部分YDJS公司薪酬分配方案。包括薪酬分配的指導(dǎo)思想,以及各類人員的薪酬分配方案。第五部分YDJS公司激勵薪酬方案實施的保障措施。本文綜合運用人力資源管理、組織行為學(xué)、統(tǒng)計學(xué)、社會學(xué)、心理學(xué)等理論,在對相關(guān)企業(yè)以及企業(yè)內(nèi)部薪酬滿意度進(jìn)行調(diào)研的基礎(chǔ)上,結(jié)合YDJS公司實際,確定該公司的薪酬等級、薪酬水平、薪酬構(gòu)成以及薪酬級檔,然后就薪酬構(gòu)成中的績效薪酬的月考核和年度考核提出可行性辦法,并就提出科學(xué)有效的分配方案,最后提出薪酬方案實施的措施。
[Abstract]:With the acceleration of economic globalization and information technology, the logistics industry as a new industry is exuding vigorous vitality, in the national development in a very important position. 2014. The logistics industry of our country appears stable and good, the new situation of transformation and upgrading, but the relative shortage of logistics talents has become the bottleneck of the development of logistics industry. YDJS company has been developing for several years. Has entered an important period of development of enterprises, but in the relative lack of logistics personnel in China under the circumstances of YDJS company how to attract and retain logistics personnel is also increasingly prominent. Compensation system plays an important role in attracting, encouraging and retaining talents. This paper analyzes the current situation of compensation in YDJS Company, and finds out the problems in salary management through interviews and questionnaires. Then carry on the incentive compensation system design, put forward the distribution scheme and the implementation of the safeguard measures. The research content mainly includes five parts. The first part of the related theory overview. This part is the theoretical basis of this study. It can guide the design of incentive compensation scheme. The second part is the analysis of the compensation status of YDJS Company. It mainly analyzes the compensation status of the company, employee compensation satisfaction. The third part is the design of incentive compensation system of YDJS company, including the purpose and principle of incentive compensation system design, salary composition and salary grade design. The determination of salary level and salary grade difference, the intersection and overlap of salary grade, and the design of compensation grade. Finally, this paper summarizes the characteristics of the salary scheme designed. 4th part of the YDJS compensation distribution plan. Including the guiding ideology of salary distribution. 5th part of YDJS company incentive salary plan implementation of the safeguard measures. This paper comprehensive use of human resources management, organizational behavior, statistics, sociology. Psychology and other theories, on the basis of research on the related enterprises and the internal compensation satisfaction of enterprises, combined with the actual situation of YDJS company, determine the salary grade and salary level of the company. Then it puts forward the feasible methods for the monthly and annual assessment of the performance compensation in the salary composition, and puts forward the scientific and effective distribution scheme, and finally puts forward the measures for the implementation of the salary scheme.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92

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