本文關(guān)鍵詞：JLGY公司薪酬體系再設(shè)計方案　出處：《西南交通大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 國有企業(yè) 薪酬體系 薪酬設(shè)計 績效考核

【摘要】：薪酬管理體系是公司人力資源管理體系中重要的組成部分,其設(shè)計的是否科學(xué)合理將直接影響公司的發(fā)展。科學(xué)、系統(tǒng)、規(guī)范地對薪酬體系進(jìn)行設(shè)計,使公司有可能在瞬息萬變的市場競爭環(huán)境中得以生存、發(fā)展顯得尤為重要。本文主要針對國有企業(yè)JLGY公司薪酬體系進(jìn)行再設(shè)計。JLGY公司(含改制前)已有50多年的發(fā)展歷史,近幾年,由于受到產(chǎn)品結(jié)構(gòu)、管理水平等因素的影響,經(jīng)營效益逐年下滑,薪酬管理過程中存在,組織機(jī)構(gòu)臃腫,富余人員過多,吃大鍋飯思想嚴(yán)重,薪酬水平偏低薪幅過窄,激勵體系設(shè)計不合理,員工滿意度不高,績效考核沒細(xì)則,績效考核流于形式,以至于內(nèi)部矛盾不斷擴(kuò)大,現(xiàn)已影響到公司的生存發(fā)展。在此背景下,筆者在了解了薪酬管理演變歷史,學(xué)習(xí)了薪酬管理相關(guān)知識后,通過對JLGY公司薪酬體系的現(xiàn)狀和存在的問題的分析,提出了‘'JLGY公司薪酬體系再設(shè)計方案”(以下簡稱“方案”),“方案”明確了薪酬設(shè)計目標(biāo)和總體思路,確定了薪酬設(shè)計程序,將JLGY公司與當(dāng)?shù)赝愋推髽I(yè)的薪酬現(xiàn)狀進(jìn)行了對比分析,充分考慮到JLGY公司不同類型崗位特點,中層管理人員采用年薪制、研發(fā)人員采用基薪加項目獎金制、營銷人員采用基薪加銷售提成制、后勤管輔人員采用崗位職責(zé)與工作業(yè)績考核掛鉤工資制等方式重塑JLGY公司薪酬架構(gòu),詳細(xì)闡述各種分配制度,明確了績效考核辦法和績效考核指標(biāo),并對員工福利進(jìn)行規(guī)范統(tǒng)一。同時,在“方案”進(jìn)入評審、實施階段后,JLGY公司將采取的一系列實施保障措施,如公司內(nèi)部溝通方案,建立組織保障,加大公司的宣傳、培訓(xùn)力度,同時出臺相關(guān)制度,逐步推進(jìn)“方案”的實施。最后對方案進(jìn)行了評價,并提出了后續(xù)改進(jìn)的思路。
[Abstract]:Compensation management system is an important part of the human resources management system of the company. Whether the design of compensation system is scientific and reasonable will directly affect the development of the company. Make it possible for the company to survive in the rapidly changing market competition environment. The development is particularly important. This article mainly aimed at state-owned enterprise JLGY company salary system redesign. JLGY company (including before the restructuring) has more than 50 years of development history, in recent years. Due to the influence of product structure, management level and other factors, the operating efficiency declines year by year, the salary management process exists, the organization is bloated, the surplus personnel is too many, and the thought of eating big pot and rice is serious. The salary level is too low, the salary range is too narrow, the incentive system is not reasonable, the employee satisfaction is not high, the performance appraisal has no detailed rules, the performance appraisal is a formality, so the internal contradiction expands constantly. It has affected the survival and development of the company. In this context, I understand the evolution of compensation management history, after learning the relevant knowledge of compensation management. Based on the analysis of the present situation and the existing problems of the compensation system of JLGY Company, this paper puts forward the redesign scheme of the compensation system of JLGY Company (hereinafter referred to as "the Scheme"). The "scheme" clarifies the salary design goal and the overall idea, determines the salary design procedure, and makes a comparative analysis of the compensation status of JLGY company and the local enterprises of the same type. Considering the characteristics of different types of positions in JLGY company, middle managers adopt annual salary system, R & D personnel adopt base salary plus project award system, and marketing personnel adopt base salary plus sales commission system. Logistics management assistant staff to use the post responsibilities and performance appraisal linked to wage system and other ways to reshape the salary structure of JLGY company, elaborate on various distribution systems, clear performance appraisal methods and performance evaluation indicators. At the same time, JLGY company will take a series of implementation safeguards, such as internal communication program, establish organizational security after the "program" into the review, implementation phase of the JLGY company will take a series of implementation safeguards. Increase the company's propaganda, training, at the same time introduce the relevant system, step by step to promote the implementation of the "program." finally, the program was evaluated, and put forward the train of thought for further improvement.
【學(xué)位授予單位】：西南交通大學(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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本文編號：1365313