本文選題：漁陽飯店　切入點(diǎn)：薪酬問題　出處：《首都經(jīng)濟(jì)貿(mào)易大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：在企業(yè)日常運(yùn)作中，薪酬問題通常備受領(lǐng)導(dǎo)層的關(guān)注，它通常能夠反映出企業(yè)的薪酬制度是否科學(xué)、合理，如果薪酬問題能得到很好的解決，就能夠有效地激發(fā)員工的積極性、主動(dòng)性，使員工將提高組織效益當(dāng)作自身努力的目標(biāo)。那么怎么解決企業(yè)中存在的薪酬問題，就顯得尤為重要，特別是對(duì)于目前競(jìng)爭(zhēng)激烈的國內(nèi)酒店行業(yè)來說，這一點(diǎn)的現(xiàn)實(shí)意義更是十分重大。 本文以漁陽飯店為例，采用其每日實(shí)際發(fā)生的人力資源工作為分析研究的對(duì)象。以薪酬管理理論為基礎(chǔ)，全面系統(tǒng)地對(duì)漁陽飯店目前的薪酬概況進(jìn)行描述，并結(jié)合薪酬的激勵(lì)理論，，分析并歸納出漁陽飯店目前薪酬管理中存在的不完善點(diǎn)：薪酬結(jié)構(gòu)不夠公平合理，薪酬不具備激勵(lì)性，薪酬管理偏離應(yīng)有的價(jià)值導(dǎo)向等問題。本文對(duì)漁陽飯店人力資源現(xiàn)狀進(jìn)行了研究與分析，旨在通過改善薪酬制度來解決制約酒店發(fā)展的員工流失嚴(yán)重的問題。 本文的寫作思路大致分為三步：發(fā)現(xiàn)問題、分析問題、解決問題，將激勵(lì)理論應(yīng)用于改善酒店的薪酬體系當(dāng)中，并結(jié)合酒店薪酬存在的缺陷對(duì)漁陽飯店的薪酬體系提出改進(jìn)構(gòu)想，使酒店的薪酬體系更具有激勵(lì)性，更能吸引員工、留住員工、激勵(lì)員工。酒店員工的薪酬問題一直是一個(gè)難以解決的重點(diǎn)問題，因?yàn)樗c每一位員工的切身利益都息息相關(guān)，更加影響到酒店未來的發(fā)展前景。酒店人力資源部門的一項(xiàng)重要職責(zé)就是薪酬管理，給予員工的勞動(dòng)報(bào)酬是否公平、公正、客觀、合理，確保員工從所得酬勞中獲得經(jīng)濟(jì)滿意度和心理滿足感，建立薪酬水平提高與員工素質(zhì)提升兩者之間的良性循環(huán)，將直接影響到酒店自身發(fā)展。本文針對(duì)漁陽飯店薪酬現(xiàn)狀做實(shí)證研究，指出酒店現(xiàn)有薪酬問題并提出切實(shí)可行的解決對(duì)策。
[Abstract]:In the daily operation of the enterprise, the compensation problem is usually concerned by the leadership, it can usually reflect whether the compensation system of the enterprise is scientific and reasonable. If the compensation problem can be solved well, it can effectively stimulate the enthusiasm of the employees. Initiative, so that employees will improve organizational efficiency as their own goal. Then how to solve the problem of compensation in enterprises, especially for the current fierce competition in the domestic hotel industry, The practical significance of this point is even more significant. This paper takes Yuyang Hotel as an example and takes the daily human resource work as the object of study. Based on the theory of salary management, this paper comprehensively and systematically describes the present salary situation of Yuyang Hotel. Combined with the incentive theory of compensation, this paper analyzes and summarizes the imperfections in the current salary management of Yuyang Hotel: the salary structure is not fair and reasonable, and the salary is not incentive. This paper studies and analyzes the present situation of human resources in Yuyang Hotel, aiming at solving the serious problem of staff loss which restricts the development of the hotel by improving the compensation system. The writing idea of this paper is divided into three steps: finding problems, analyzing problems, solving problems, applying incentive theory to improve the salary system of hotels. Combined with the shortcomings of hotel compensation, the paper puts forward some ideas to improve the salary system of Yuyang Hotel, so that the salary system of the hotel can be more motivating, attract and retain employees. Motivating employees. The issue of hotel employees' compensation has always been a difficult priority, because it is closely related to the immediate interests of every employee. One of the important responsibilities of the human resources department of the hotel is salary management. Is the remuneration given to employees fair, just, objective and reasonable? To ensure that employees obtain economic satisfaction and psychological satisfaction from the remuneration, and establish a virtuous circle between the improvement of salary level and the improvement of staff quality. It will directly affect the hotel's own development. This paper makes an empirical study on the present situation of the salary of the Yuyang Hotel, points out the hotel's present salary problem and puts forward some practical solutions.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F719

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