【摘要】：A公司是一個(gè)以港口裝卸、倉(cāng)儲(chǔ)及水路運(yùn)輸代理為主營(yíng)業(yè)務(wù)的國(guó)有公司制物流企業(yè)。近幾年由于物流行業(yè)發(fā)展迅猛,行業(yè)內(nèi)部競(jìng)爭(zhēng)越來(lái)越激烈,導(dǎo)致A公司的經(jīng)營(yíng)利潤(rùn)一再被壓縮。目前,A公司的人力成本居高不下,而業(yè)務(wù)量處于稍微下滑趨勢(shì),經(jīng)公司初步調(diào)研發(fā)現(xiàn),其主要原因是原有的薪酬管理體系與營(yíng)業(yè)收入和營(yíng)業(yè)成本掛鉤不緊密,導(dǎo)致員工積極性不高,在工作中浪費(fèi)成本的現(xiàn)象較多。因此,A公司對(duì)其薪酬管理體系優(yōu)化勢(shì)在必行。雙因素理論認(rèn)為,保障因素和激勵(lì)因素是員工薪酬管理的兩個(gè)方面。對(duì)于A公司來(lái)講,優(yōu)化薪酬體系,亟待建立一套涵蓋保障因素和激勵(lì)因素的薪酬確定和實(shí)施制度。A公司目前的薪酬機(jī)制中,員工薪酬組成為三個(gè)方面:保底工資、績(jī)效工資和福利工資。其中,保底工資和福利工資作為員工工作的保障因素,保障了員工日常情況下的基本生活水平,以及在退休、生病、生育等特殊狀況下的生活水準(zhǔn)不降低,本文將其歸為“保障性薪酬”。而績(jī)效工資與員工的工作績(jī)效直接掛鉤,起到激勵(lì)員工努力工作、提高績(jī)效的作用。本文針對(duì)該公司薪酬管理體系中的保底工資、績(jī)效工資和福利工資這三項(xiàng)進(jìn)行了優(yōu)化,并建立了獎(jiǎng)勵(lì)機(jī)制和股權(quán)激勵(lì)機(jī)制,目標(biāo)是建立“同工同酬,機(jī)會(huì)均等”的薪酬管理體系。本文優(yōu)化設(shè)計(jì)的薪酬管理體系對(duì)于解決該公司目前薪酬管理存在的問(wèn)題有著直接的現(xiàn)實(shí)意義,對(duì)于其他同行業(yè)的公司也有一定的參考價(jià)值。
[Abstract]:A company is a port loading and unloading, warehousing and waterway transportation agent as the main business of state-owned company logistics enterprises. In recent years, due to the rapid development of the logistics industry, the competition within the industry is becoming more and more fierce, resulting in A company's operating profit has been compressed again and again. At present, the labor costs of Company A remain high, while the volume of business is in a slight downward trend. After preliminary investigation, the company finds that the main reason for this is that the original salary management system is not closely linked to operating income and operating costs. Lead to staff enthusiasm is not high, waste in the work of the phenomenon of cost more. Therefore, A company to its salary management system optimization is imperative. According to the theory of two factors, guarantee factor and incentive factor are two aspects of employee salary management. For Company A, it is urgent to establish a set of compensation determination and implementation system covering both safeguard factors and incentive factors to optimize the compensation system. In the current compensation mechanism of A Company, the salary composition of employees is three aspects: guaranteed salary, Performance pay and welfare pay. Among them, the guaranteed wage and welfare wage, as the guarantee factors for employees' work, ensure the basic standard of living of the employees under the daily conditions, and the standard of living under special conditions such as retirement, illness, childbirth, etc., does not decrease. This article classifies it as "indemnificatory salary". Performance pay directly linked with the performance of employees, play a role in encouraging employees to work hard, improve performance. This paper optimizes the three items of guaranteed wage, performance wage and welfare salary in the salary management system of the company, and establishes the incentive mechanism and the equity incentive mechanism, the goal of which is to establish "equal pay for equal work," Equal opportunities "salary management system The salary management system optimized in this paper has direct practical significance for solving the problems existing in the current compensation management of the company, and also has certain reference value for other companies in the same industry.
【學(xué)位授予單位】：重慶理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F552.6;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前7條

1 張?jiān)?;企業(yè)經(jīng)營(yíng)績(jī)效、高管學(xué)歷對(duì)高管薪酬的影響研究——以國(guó)有上市公司為例[J];中國(guó)城市經(jīng)濟(jì);2011年01期

2 陳翼;;基于激勵(lì)機(jī)制的IT研發(fā)團(tuán)隊(duì)薪酬體系研究[J];技術(shù)與市場(chǎng);2010年09期

3 李佳;;如何做好國(guó)有企業(yè)薪酬管理工作[J];山西財(cái)經(jīng)大學(xué)學(xué)報(bào);2013年S2期

4 秦肖;王秀麗;;發(fā)展中的薪酬體系[J];現(xiàn)代管理科學(xué);2006年12期

5 馬躍如;程偉波;戴潔;;薪酬管理系統(tǒng)演化的熵變模型構(gòu)建[J];系統(tǒng)管理學(xué)報(bào);2012年01期

6 楊嵐;;論雙因素理論在薪酬管理中的應(yīng)用[J];中國(guó)商貿(mào);2010年19期

7 王麒凱;李志;袁鈺;;構(gòu)建具有公平性和激勵(lì)性的PSP薪酬管理體系——以國(guó)有企業(yè)重慶GS集團(tuán)為例[J];中國(guó)人力資源開(kāi)發(fā);2012年05期

，

本文編號(hào)：2395653