本文選題：城市規(guī)劃項(xiàng)目　切入點(diǎn)：項(xiàng)目人力資源管理　出處：《電子科技大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著對(duì)項(xiàng)目管理這一新興的管理方式研究的深入,越來越多的企業(yè)和研究人員注意到,項(xiàng)目管理中“人”作為項(xiàng)目主體的重要性,如何采用合理的方式更好的激勵(lì)項(xiàng)目團(tuán)隊(duì)成員發(fā)揮能力和潛力,提高成員及團(tuán)隊(duì)的工作績(jī)效,越來越引起項(xiàng)目管理工作者的重視。重慶A規(guī)劃設(shè)計(jì)有限公司(以下簡(jiǎn)稱A公司)是一家以城市規(guī)劃、建筑、旅游規(guī)劃設(shè)計(jì)為主導(dǎo)產(chǎn)業(yè)的綜合設(shè)計(jì)機(jī)構(gòu)和高科技咨詢專業(yè)公司。公司成立于2007年,采用項(xiàng)目管理為基礎(chǔ)運(yùn)作模式,其業(yè)務(wù)類型跨越城市規(guī)劃設(shè)計(jì)、建筑設(shè)計(jì)、景觀設(shè)計(jì)等多個(gè)規(guī)劃設(shè)計(jì)類別。近年來,隨著公司規(guī)模的不斷增大和生產(chǎn)能力的不斷提高,A公司在項(xiàng)目人員薪酬管理和激勵(lì)方面存在的問題逐步凸現(xiàn)出來。項(xiàng)目成員工作動(dòng)力和熱情不足,工作積極性下降,優(yōu)秀人員流失現(xiàn)象嚴(yán)重,最終影響了項(xiàng)目運(yùn)行和項(xiàng)目質(zhì)量。如何建立有效的薪酬激勵(lì)體系,在兼顧成本控制的同時(shí),充分考慮到對(duì)項(xiàng)目制員工進(jìn)行人力資源管理的特殊性,成為目前A公司項(xiàng)目管理過程中迫切需要解決的問題。為此,筆者以A公司此次承接的華立城市規(guī)劃項(xiàng)目為研究對(duì)象,設(shè)計(jì)了項(xiàng)目團(tuán)隊(duì)人員的全面報(bào)酬激勵(lì)體系。本研究在問卷調(diào)查和深入訪談的基礎(chǔ)上,針對(duì)華立項(xiàng)目人員調(diào)查中反映的焦點(diǎn)問題,對(duì)項(xiàng)目人員的薪酬福利、職業(yè)發(fā)展、員工培訓(xùn)這三方面進(jìn)行再設(shè)計(jì);在不增加總的人工成本的基礎(chǔ)上,調(diào)整項(xiàng)目人員的薪酬福利結(jié)構(gòu),以達(dá)到激勵(lì)項(xiàng)目人員的工作積極性、吸引與留住優(yōu)秀項(xiàng)目人的目的。在薪酬福利再設(shè)計(jì)部分,從項(xiàng)目和人員兩方面出發(fā),充分考慮了項(xiàng)目?jī)r(jià)值、項(xiàng)目績(jī)效與員工貢獻(xiàn)價(jià)值、員工能力及實(shí)際績(jī)效等多方面在薪酬中的體現(xiàn),并以重慶市相關(guān)行業(yè)市場(chǎng)薪酬數(shù)據(jù)為參考,對(duì)薪酬水平進(jìn)行調(diào)整,營(yíng)造組織內(nèi)外部公平感;進(jìn)一步豐富了可選福利的內(nèi)容;在項(xiàng)目人員培養(yǎng)方面,采用導(dǎo)師制的模式,增加對(duì)項(xiàng)目人員工作情緒管理和全過程績(jī)效輔導(dǎo),滿足了項(xiàng)目人員在能力提升和組織關(guān)懷方面的需求;在員工晉升方面,設(shè)計(jì)了一套詳細(xì)且有針對(duì)性的晉升考核標(biāo)準(zhǔn),使員工晉升有了可遵循的依據(jù)。再設(shè)計(jì)方案考慮到項(xiàng)目制人員薪酬和激勵(lì)體系設(shè)計(jì)的特殊性,希望為項(xiàng)目制人員全面報(bào)酬激勵(lì)體系的設(shè)計(jì)提供有效的建設(shè)方法,以便更好地打造項(xiàng)目管理和運(yùn)營(yíng)的人力資本。
[Abstract]:With the deepening of the research on project management, more and more enterprises and researchers have noticed the importance of "people" as the main body of the project in project management. How to use reasonable ways to motivate project team members to realize their ability and potential, and to improve the performance of members and teams, Chongqing A Planning and Design Co., Ltd (hereinafter referred to as "A Company") is a city planning, building, Tourism planning and design is the leading industry of comprehensive design institutions and high-tech consulting professional companies. Founded in 2007, the company uses project management as the basic operating mode, its business types span urban planning and design, architectural design, Landscape design and other planning and design categories. In recent years, With the increasing size of the company and the continuous improvement of the production capacity, the problems existing in the salary management and incentive of the project personnel are gradually emerging. The project members have insufficient motivation and enthusiasm to work, and the enthusiasm of the project members has declined. The phenomenon of excellent personnel loss is serious, which ultimately affects the project operation and project quality. How to establish an effective salary incentive system, while taking into account the cost control, fully consider the particularity of human resource management for project staff. It is an urgent problem to be solved in the process of project management of A Company. Therefore, the author takes the Huali Urban Planning Project undertaken by A Company as the research object. On the basis of questionnaire survey and in-depth interview, this study aims at the focus problems reflected in the survey of project personnel, and the compensation, welfare and career development of the project personnel. Redesign the three aspects of employee training, adjust the salary and welfare structure of the project personnel without increasing the total labor cost, so as to motivate the project personnel to work actively. The purpose of attracting and retaining outstanding project personnel. In the compensation and benefits redesign part, the project value, project performance and employee contribution value are fully considered in terms of project and personnel. The employees' ability and actual performance are reflected in the compensation, and the compensation level is adjusted to create a sense of internal and external equity, which enriches the content of the optional benefits, taking the relevant industry market compensation data of Chongqing as the reference. In the aspect of project personnel training, the model of tutor system is used to increase the work emotion management and the whole process performance guidance of the project personnel, which meets the needs of the project personnel in terms of ability improvement and organizational care, as well as the promotion of the staff. This paper designs a set of detailed and targeted criteria for promotion assessment, which makes the promotion of employees have a basis to follow. The redesigned scheme takes into account the particularity of the design of salary and incentive system of project staff. It is hoped to provide an effective construction method for the design of the overall reward incentive system for project workers, so as to better build the human capital for project management and operation.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.92

【共引文獻(xiàn)】

相關(guān)期刊論文 前10條

1 王麗;于渤;陳輝;;激勵(lì)機(jī)制在企業(yè)改革中的應(yīng)用[J];商業(yè)研究;2006年18期

2 鄭文開;;對(duì)公辦高職院校薪酬制度改革的思考[J];成都航空職業(yè)技術(shù)學(xué)院學(xué)報(bào);2006年02期

3 李俊林;;現(xiàn)代企業(yè)薪酬管理的問題及對(duì)策研究[J];產(chǎn)業(yè)與科技論壇;2011年02期

4 劉波;;高校薪酬制度探究[J];常州信息職業(yè)技術(shù)學(xué)院學(xué)報(bào);2009年01期

5 鄭文開;;對(duì)公辦高職院校績(jī)效工資的思考[J];當(dāng)代職業(yè)教育;2010年11期

6 何偉;湯劍;;聯(lián)合企業(yè)年金計(jì)劃——中小企業(yè)的“HR法寶”[J];湖北社會(huì)科學(xué);2006年10期

7 廖若瑩;;關(guān)于我國(guó)高校圖書館工作人員激勵(lì)制度的探討[J];福建圖書館理論與實(shí)踐;2009年01期

8 郭麗芳;基于寬帶思想的職能薪酬體系及其設(shè)計(jì)[J];福建行政學(xué)院福建經(jīng)濟(jì)管理干部學(xué)院學(xué)報(bào);2004年S1期

9 王秀玲;;事業(yè)單位薪酬結(jié)構(gòu)的分析[J];經(jīng)營(yíng)管理者;2011年09期

10 商秀娟;趙玉欣;;激勵(lì)機(jī)制在人力資源開發(fā)與培養(yǎng)中的應(yīng)用[J];消費(fèi)導(dǎo)刊;2009年13期

相關(guān)會(huì)議論文 前1條

1 廖若瑩;;關(guān)于我國(guó)高校圖書館工作人員激勵(lì)制度的探討[A];福建省圖書館學(xué)會(huì)2009年學(xué)術(shù)年會(huì)論文集[C];2009年

相關(guān)博士學(xué)位論文 前4條

1 曾憲文;基于EVA的公司經(jīng)理人薪酬設(shè)計(jì)研究[D];山東大學(xué);2006年

2 何亦名;中國(guó)高等教育擴(kuò)張的就業(yè)與工資效應(yīng)研究[D];暨南大學(xué);2007年

3 楊志兵;高等學(xué)校薪酬制度與薪酬戰(zhàn)略研究[D];武漢理工大學(xué);2007年

4 朱蘇麗;研發(fā)人員創(chuàng)新行為的影響機(jī)制研究[D];華中科技大學(xué);2009年

相關(guān)碩士學(xué)位論文 前10條

1 張小紅;高等職業(yè)院校兼職教師薪酬管理研究[D];江西師范大學(xué);2010年

2 曹成敏;事業(yè)單位外聘員工激勵(lì)機(jī)制研究[D];華東師范大學(xué);2010年

3 林嶸;西安民生銀行薪酬管理體制創(chuàng)新研究[D];西北大學(xué);2010年

4 羅敏;BT房地產(chǎn)公司薪酬體系研究[D];南昌大學(xué);2010年

5 胡佳佳;基于勝任力的企業(yè)知識(shí)型員工薪酬體系研究[D];昆明理工大學(xué);2010年

6 殷占虎;LYRB電氣公司薪酬體系優(yōu)化設(shè)計(jì)[D];山東大學(xué);2010年

7 李彥;L公司薪酬制度優(yōu)化研究[D];蘭州大學(xué);2011年

8 侯穎;ZDGS公司非銷售序列員工薪酬體系優(yōu)化設(shè)計(jì)[D];蘭州大學(xué);2011年

9 王偉麗;石油采油企業(yè)薪酬體系診斷與優(yōu)化研究[D];天津商業(yè)大學(xué);2011年

10 歐新征;湖南省郵政速遞物流長(zhǎng)沙分公司員工積分績(jī)效管理體系優(yōu)化設(shè)計(jì)[D];中南大學(xué);2011年

，

本文編號(hào)：1634017