本文選題：崗位評(píng)價(jià)　切入點(diǎn)：薪酬體系再設(shè)計(jì)　出處：《華中科技大學(xué)》2013年碩士論文

【摘要】：不同的員工對(duì)薪酬的理解不同，一般來說，大部分員工更愿意把薪酬理解為自身的價(jià)值的體現(xiàn)、企業(yè)對(duì)自己工作認(rèn)同程度的體現(xiàn)，甚至是員工個(gè)人能力和未來發(fā)展前景的衡量標(biāo)準(zhǔn)。因此，懂得尊重人才的企業(yè)往往會(huì)利用薪酬，薪酬不僅會(huì)保障員工生存與發(fā)展所需的資源，滿足員工日常生活的物質(zhì)需求，解決員工的后顧之憂，還能留住人才，激勵(lì)員工充分發(fā)揮其聰明才智，使員工與企業(yè)共同發(fā)展。從勞動(dòng)力的供需關(guān)系來看，如果一個(gè)行業(yè)勞動(dòng)力供不應(yīng)求，往往會(huì)表現(xiàn)為這一行業(yè)的薪酬水平呈上升趨勢(shì)，而薪酬的增加會(huì)吸引其他行業(yè)、職業(yè)勞動(dòng)力向勞動(dòng)力緊缺的行業(yè)流動(dòng)，促使勞動(dòng)力供需平衡，也將薪酬維持在適當(dāng)?shù)乃�，促進(jìn)各行業(yè)勞動(dòng)力的平衡及各行業(yè)的和諧發(fā)展。 本文以上市房地產(chǎn)企業(yè)CBD公司為研究對(duì)象，通過文獻(xiàn)閱讀法、訪談法、崗位分析法、薪酬調(diào)查法等手段，找出存在于該企業(yè)薪酬體系中的問題，分析和研究如何建立適合企業(yè)自身發(fā)展及管理需求的薪酬體系方案，使其能夠在新的市場(chǎng)環(huán)境和經(jīng)營(yíng)戰(zhàn)略條件下，吸引更多的人才，同時(shí)留住企業(yè)現(xiàn)有的人才，并促使他們將其擁有的知識(shí)、技能及創(chuàng)造力真正地轉(zhuǎn)化為企業(yè)的核心競(jìng)爭(zhēng)力，最終實(shí)現(xiàn)企業(yè)與員工利益雙贏的局面。 本論文通過對(duì)公司現(xiàn)有崗位、薪酬構(gòu)成進(jìn)行分析，著重對(duì)CBD公司各系列崗位的薪酬激勵(lì)體系進(jìn)行再設(shè)計(jì)。并對(duì)改革后的人工成本測(cè)算及薪酬管理維護(hù)進(jìn)行再研究。最后，對(duì)本次薪酬再造的理論及實(shí)踐意義進(jìn)行了歸納，，對(duì)在實(shí)施中過程中可能遇到的問題進(jìn)行了討論，提出建設(shè)性意見，可能對(duì)同類企業(yè)具有啟發(fā)意義。
[Abstract]:Generally speaking, most employees are more willing to understand salary as the embodiment of their own value and the degree of recognition of their own work. Therefore, enterprises that know how to respect talent tend to take advantage of salary, which not only guarantees the resources needed for employees' survival and development, but also meets the material needs of employees' daily life. To solve employees' worries, to retain talents, to encourage employees to give full play to their intelligence, and to enable employees to develop together with enterprises. From the point of view of the supply and demand of labor force, if the supply of labor in an industry exceeds supply, They tend to show an upward trend in pay levels in this industry, and pay increases will attract other industries. The flow of professional labour to industries with scarce labour force will promote the balance between supply and demand of labour, and will also maintain the salary at an appropriate level. Promote the balance of labor force and harmonious development of all industries. This article takes CBD Company of listed real estate enterprise as the research object, through literature reading method, interview method, post analysis method, salary survey method and so on, finds out the problems existing in the compensation system of this enterprise. This paper analyzes and studies how to set up a salary system suitable for the enterprise's own development and management needs, so that it can attract more talents under the new market environment and management strategy, and at the same time, retain the existing talents of the enterprise. It also urges them to transform their knowledge, skills and creativity into the core competitiveness of the enterprise, and finally realize the win-win situation of the interests of the enterprise and its employees. Through the analysis of the existing positions and salary composition of the company, this paper focuses on the redesign of the salary incentive system of each series of posts in CBD Company, and restudies the labor cost calculation and the salary management and maintenance after the reform. Finally, This paper sums up the theoretical and practical significance of this compensation reengineering, discusses the problems that may be encountered in the process of implementation, and puts forward constructive suggestions, which may be of enlightening significance to the similar enterprises.
【學(xué)位授予單位】：華中科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92

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本文編號(hào)：1661404