本文關(guān)鍵詞： 薪酬體系 工作分析 崗位評價(jià)　出處：《成都理工大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：在當(dāng)今時(shí)代,人類經(jīng)濟(jì)的發(fā)展已經(jīng)從主要依靠物的投入轉(zhuǎn)向主要依靠智力的投入。現(xiàn)代經(jīng)濟(jì)增長理論認(rèn)為,人力資本投入是現(xiàn)代經(jīng)濟(jì)增長的重要因素,知識是提高勞動生產(chǎn)率和實(shí)現(xiàn)經(jīng)濟(jì)增長的主要驅(qū)動力。在競爭日益激烈的房地產(chǎn)行業(yè),如何最大限度的發(fā)揮企業(yè)人力資源的作用已經(jīng)成為各個(gè)企業(yè)的重要課題,而薪酬作為人力資源管理中的核心模塊,在企業(yè)不斷發(fā)展面對日益激烈的外部競爭過程中發(fā)揮著重要作用。公平、具競爭力的薪資體系是公司實(shí)施人力資源戰(zhàn)略的基本保障。合理的薪資可使企業(yè)吸引到合格的員工,鼓勵員工積極工作,提高技能,從而提升企業(yè)效率,贏得競爭優(yōu)勢。構(gòu)建一套能吸引保留人才同時(shí)具有市場競爭力的薪酬體系,有效的激勵員工不斷為企業(yè)創(chuàng)造價(jià)值做出新的貢獻(xiàn)關(guān)系著企業(yè)未來的發(fā)展。 就中國房地產(chǎn)行業(yè)現(xiàn)階段特點(diǎn)和發(fā)展趨勢來看,主要存在著以下特點(diǎn)：首先,房地產(chǎn)開發(fā)企業(yè)數(shù)量眾多,行業(yè)集中度低。中國現(xiàn)階段的房地產(chǎn)開發(fā)企業(yè)數(shù)量超過50000家,行業(yè)的CR4約為2%到4%之間(行業(yè)集中度[Centralization Ratio]CR是衡量行業(yè)集中程度和競爭態(tài)勢的重要指標(biāo)。CRX表示行業(yè)前X位企業(yè)的市場份額,按照“貝恩分類法”,如果行業(yè)集中度CR430%,則該行業(yè)為競爭型,如果CR4≥30%,則該行業(yè)為寡頭壟斷型,65%CR475%為高集中寡頭壟斷型,CR4≥75%為極高寡頭壟斷型)。隨著國家的宏觀調(diào)控政策落實(shí),行業(yè)門檻提高,行業(yè)集中度將進(jìn)一步加強(qiáng)。其次,少數(shù)具備行業(yè)競爭優(yōu)勢的企業(yè)規(guī)模迅速擴(kuò)大,相當(dāng)一部分企業(yè)將退出市場。競爭逐漸加劇,行業(yè)利潤水平下降,薪酬分配在關(guān)注內(nèi)部平衡的基礎(chǔ)上更趨于市場化。 成都ZX實(shí)業(yè)(集團(tuán))有限公司是一家以房地產(chǎn)業(yè)為主的投資控股型集團(tuán)公司,參股、控股40余家企業(yè)。公司創(chuàng)建于1997年,2004年6月1日完成集團(tuán)化改組。秉承“為您想得更多,為您做得更好”的企業(yè)理念,ZX集團(tuán)現(xiàn)已形成了商住地產(chǎn)開發(fā)、產(chǎn)業(yè)園區(qū)建設(shè)、汽車貿(mào)易、地產(chǎn)綜合服務(wù)四大核心產(chǎn)業(yè)板塊。以“舍得、團(tuán)隊(duì)、創(chuàng)新、服務(wù)、細(xì)節(jié)”等企業(yè)特色著稱業(yè)界。但是,隨著企業(yè)不斷的發(fā)展壯大,在集團(tuán)的“大腦”即承擔(dān)集團(tuán)各項(xiàng)事務(wù)總體決策規(guī)劃的總部卻仍然沿用傳統(tǒng)的薪酬激勵制度,同企業(yè)發(fā)展戰(zhàn)略出現(xiàn)了脫軌,薪酬體系在科學(xué)性、合理性、內(nèi)部公平性以及外部競爭性等方面都出現(xiàn)滯后,無法有效的激勵員工,調(diào)動其積極性,在人力資源規(guī)劃層面難以滿足企業(yè)發(fā)展對人才的需求,與此同時(shí),在一些關(guān)鍵的核心崗位上,人才不斷流失,這樣嚴(yán)重影響了集團(tuán)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)并制約著企業(yè)發(fā)展。 本文以ZX集團(tuán)總部作為研究對象,首先根據(jù)國內(nèi)外薪酬設(shè)計(jì)領(lǐng)域相關(guān)理論,提煉出對薪酬體系再設(shè)計(jì)的結(jié)構(gòu)框架假設(shè)。以該假設(shè)作為理論指導(dǎo),在對其組織結(jié)構(gòu)、人力資源狀況和現(xiàn)行薪酬體系進(jìn)行調(diào)查研究后,分析出現(xiàn)行薪酬體系存在的問題并結(jié)合在企業(yè)內(nèi)外的薪酬調(diào)查,整理出薪酬體系再設(shè)計(jì)的思路、目標(biāo)和方法。通過對各個(gè)崗位進(jìn)行工作分析、崗位評價(jià)后,將各類崗位進(jìn)行歸級,構(gòu)建出了新的崗位價(jià)值矩陣,再對應(yīng)的構(gòu)建出薪酬等級表。最后結(jié)合企業(yè)自身情況和外部競爭環(huán)境,重新設(shè)計(jì)了薪酬體系,將其劃分為三大模塊：固定工資、浮動工資和附加工資,形成了以崗位工資、績效工資和年度獎金為主體的薪酬體系,并且對企業(yè)的績效考核模式進(jìn)行了改善,真正的將薪酬體系同績效考核體系關(guān)聯(lián)起來,保證薪酬體系能更好的發(fā)揮其激勵功能,在人力資源方面為企業(yè)的戰(zhàn)略發(fā)展提供有力的保障。 文章詳細(xì)闡述了如何從理論中提煉出實(shí)際可行的模型并結(jié)合科學(xué)客觀的技術(shù)方法對ZX集團(tuán)總部薪酬體系進(jìn)行再設(shè)計(jì)的全過程,實(shí)現(xiàn)了從理論到實(shí)踐的轉(zhuǎn)化。同時(shí),希望讓處于相似發(fā)展階段的地產(chǎn)企業(yè)在進(jìn)行薪酬體系設(shè)計(jì)時(shí)可以參考文章中的一些創(chuàng)新理念和方法。
[Abstract]:In today's era, the economic development of mankind has been mainly rely on the investment to rely mainly on intellectual investment. Modern economic growth theory, human capital investment is an important factor in modern economic growth, knowledge is to improve labor productivity and achieve economic growth of the main driving force. In the increasingly fierce competition in the real estate industry, how to to maximize the role of corporate human resources has become an important issue for each enterprise, while the compensation as the core module of human resource management, in the continuous development of enterprises face plays an important role in the process of external competition increasingly fierce. Fair and competitive salary system is the basic guarantee of the company in the implementation of human resources strategy reasonable. The salary will enable enterprises to attract qualified employees, encourage employees to actively improve work skills, and to enhance business efficiency, gain a competitive advantage. To build a salary system that can attract and retain talents and market competitiveness, effective incentives for employees to make new contributions to enterprises' value creation will be related to the future development of enterprises.
At the present stage Chinese characteristics and development trend of the real estate industry, mainly has the following characteristics: first, a large number of real estate development enterprises, industry concentration is low. The number of Chinese at this stage of the real estate development companies in more than 50000 industries CR4 is about 2% to 4% [Centralization Ratio]CR (industry concentration is a measure of the industry concentration and competition is an important index of the.CRX industry before the X enterprise's market share, according to the "Bain method", if the industry concentration is CR430%, the industry is competitive, if CR4 is greater than 30%, then the industry is oligopolistic, 65%CR475% is high concentrated oligopoly, for CR4 = 75% high oligopoly). Along with the national macro-control policies, the industry to raise the threshold, industry concentration will be further strengthened. Secondly, a few have the industry competitive advantage of the enterprise scale expanding rapidly, rather Some enterprises will withdraw from the market. The competition is increasing, the profit level of the industry is declining, and the salary distribution is more marketable on the basis of internal balance.
Chengdu ZX Industrial (Group) Co., Ltd is a company based in the real estate investment holding group company, holding shares, more than 40 companies. The company was founded in 1997, completed in June 1, 2004 the group reorganization. Adhering to the "you want more, do better for your business idea, ZX group has been formed. Commercial real estate development, industrial park construction, automobile trade, integrated real estate services four core industrial sectors. With" willing, team, innovation, service, details of enterprises characteristics of said industry. However, with the constant development and expansion of enterprises, the group's "brain" is to take the group affairs overall planning decision is based still follow the traditional compensation incentive system, the derailment with the enterprise development strategy, the salary system in science, rationality, fairness of internal and external competition ability is lagging behind, unable to effectively stimulate Motivate employees and mobilize their enthusiasm, it is difficult to meet the needs of talent development in the human resource planning level. At the same time, in some key core positions, talents are continuously losing, which seriously affects the realization of the strategic objectives of the group and restricts the development of enterprises.
In this paper, the ZX group headquarters as the research object, according to the domestic and foreign related theories of salary design field, refine the structure and the design of the compensation system. Based on the hypothesis hypothesis as the theoretical guidance, in the organizational structure, research status of human resources and the current salary system, analysis of existing salary system problems combined with the salary survey both inside and outside the enterprise, sorting out the salary system design ideas, objectives and methods. Through the analysis of each work post, job evaluation, all kinds of job level, construct a new post value matrix, construct the corresponding salary level table. Finally, combined with their own the external environment and the competitive environment, the redesign of the salary system, which is divided into three modules: fixed wages, floating wages and additional wage, the formation of position salary and performance salary And an annual bonus as the main body of the salary system and performance appraisal model of enterprises has been improved, the real salary system and performance evaluation system will link up to ensure compensation system can better play its incentive function, provides the powerful safeguard for the strategic development of the enterprise in the human resources.
This paper describes how to extract from the theory of practical model and method, scientific and objective of the whole process of design of the headquarters of the salary system of ZX group, realize the transformation from theory to practice. At the same time, hope to make in a similar stage of development of real estate enterprises may be some innovative ideas and methods of reference articles in the pay system design.

【學(xué)位授予單位】：成都理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F299.233.4

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本文編號：1458847