沈陽GM酒店薪資結(jié)構(gòu)再設(shè)計(jì)研究
發(fā)布時(shí)間：2018-07-24 12:19
【摘要】：隨著21世紀(jì)市場(chǎng)經(jīng)濟(jì)的飛速發(fā)展，企業(yè)之間的競(jìng)爭(zhēng)愈發(fā)激烈，企業(yè)只有擁有優(yōu)秀的人力資源才能在激烈的競(jìng)爭(zhēng)中立于不敗之地。然而優(yōu)秀人力資源的獲得需要科學(xué)的人力資源管理，因此企業(yè)在追求效益最大化的同時(shí)，應(yīng)當(dāng)以人為本，以此來防止優(yōu)秀員工的流失。眾所周知，薪酬管理是人力資源管理中的核心內(nèi)容，合理有效的薪酬管理可以有效激發(fā)員工的工作熱情、吸引和保留優(yōu)秀人才，從而保證企業(yè)目標(biāo)的實(shí)現(xiàn)，促進(jìn)企業(yè)的發(fā)展。但是現(xiàn)代企業(yè)薪酬管理仍然存在諸多問題，是現(xiàn)代企業(yè)人力資源管理的薄弱環(huán)節(jié)。大部分企業(yè)依然沿用傳統(tǒng)的薪酬管理制度，薪酬體系結(jié)構(gòu)不合理、薪酬激勵(lì)性不足等問題嚴(yán)重制約了企業(yè)的發(fā)展。薪酬體系設(shè)計(jì)是建立有效的薪酬管理制度的必要前提和重要組成部分，因此設(shè)計(jì)一個(gè)科學(xué)合理的薪酬體系對(duì)現(xiàn)代企業(yè)的發(fā)展具有重要的指導(dǎo)意義和現(xiàn)實(shí)意義。 本文以GM酒店為研究對(duì)象，，運(yùn)用人力資本理論、薪酬激勵(lì)理論，采用訪談法和問卷調(diào)查法，通過對(duì)GM酒店員工的薪酬結(jié)構(gòu)進(jìn)行調(diào)查研究和數(shù)據(jù)分析，發(fā)現(xiàn)該酒店薪酬體系存在的問題及原因，在GM酒店原有的薪酬結(jié)構(gòu)基礎(chǔ)上結(jié)合內(nèi)部環(huán)境和外部環(huán)境的影響因素，對(duì)GM酒店薪酬體系進(jìn)行再設(shè)計(jì)并且提出了該酒店薪酬結(jié)構(gòu)再設(shè)計(jì)的具體方案。具體來說，本文具體包括以下幾個(gè)部分：首先，對(duì)本研究相關(guān)的基礎(chǔ)理論進(jìn)行了綜述，為之后的實(shí)際研究和建議的提出奠定了理論基礎(chǔ)；然后是實(shí)際中對(duì)沈陽GM酒店員工薪資結(jié)構(gòu)現(xiàn)狀的調(diào)查研究及問題分析，在這一部分，筆者結(jié)合整個(gè)酒店行業(yè)的現(xiàn)狀對(duì)沈陽GM酒店的現(xiàn)狀特別是薪資結(jié)構(gòu)現(xiàn)狀進(jìn)行了深入的了解和分析，一并對(duì)GM酒店薪資滿意度進(jìn)行了調(diào)查，進(jìn)行了相關(guān)的數(shù)據(jù)分析，在此基礎(chǔ)上總結(jié)提出了沈陽GM酒店薪資結(jié)構(gòu)中存在的問題；第三部分，筆者在上述實(shí)際情況基礎(chǔ)上提出了針對(duì)沈陽GM酒店薪資結(jié)構(gòu)再設(shè)計(jì)的建議，為了保證科學(xué)合理，筆者闡述了再設(shè)計(jì)建議的設(shè)計(jì)思路和應(yīng)該遵循的原則，然后提出了自己的建議，并對(duì)建議的新的薪資結(jié)構(gòu)進(jìn)行了解釋說明；最后，為了保證筆者所提出的新的薪資結(jié)構(gòu)的順利實(shí)施和運(yùn)行，筆者提出了針對(duì)沈陽GM酒店薪資結(jié)構(gòu)的實(shí)施程序，以及為保證再設(shè)計(jì)的薪資結(jié)構(gòu)，GM酒店的應(yīng)該實(shí)施的相關(guān)配套措施。 本文涉及薪酬結(jié)構(gòu)再設(shè)計(jì)的全過程，采用理論分析與數(shù)據(jù)分析相結(jié)合的科學(xué)方法，希望通過個(gè)案分析，對(duì)國(guó)內(nèi)其他酒店薪酬體系的建設(shè)和管理提供一定的參考和借鑒作用。
[Abstract]:With the rapid development of the market economy in the 21st century, the competition among enterprises is becoming more and more fierce. Only if enterprises have excellent human resources, can they stand in an invincible position in the fierce competition. However, the acquisition of excellent human resources requires scientific human resource management, so enterprises should take the people as the basis while pursuing the maximum benefit, so as to prevent the loss of excellent employees. As we all know, salary management is the core content of human resource management. Reasonable and effective salary management can effectively stimulate the enthusiasm of employees, attract and retain outstanding talents, thus ensure the realization of enterprise goals and promote the development of enterprises. However, there are still many problems in modern enterprise compensation management, which is the weak link of modern enterprise human resource management. Most enterprises still use the traditional salary management system, the salary system structure is unreasonable, the salary incentive is insufficient and other problems seriously restrict the development of the enterprise. The design of compensation system is a necessary prerequisite and an important part of establishing an effective salary management system. Therefore, designing a scientific and reasonable compensation system is of great guiding and practical significance to the development of modern enterprises. This article takes GM Hotel as the research object, applies the human capital theory, the salary incentive theory, adopts the interview method and the questionnaire survey method, through carries on the investigation research and the data analysis to the GM hotel staff's salary structure. Find out the problems and reasons of the salary system of the hotel, combine the internal environment and the external environment influencing factors on the basis of the original salary structure of GM Hotel, This paper redesigns the compensation system of GM Hotel and puts forward the specific scheme of the redesign of the salary structure of the hotel. Specifically, this paper includes the following parts: first of all, the relevant basic theories of this study are summarized to lay a theoretical foundation for the subsequent practical research and suggestions; Then it is the investigation and analysis of the salary structure of GM Hotel in Shenyang in practice. In this part, Combined with the present situation of the whole hotel industry, the author makes a deep understanding and analysis of the present situation of Shenyang GM Hotel, especially the salary structure, and also makes an investigation on the salary satisfaction of GM Hotel, and carries on the relevant data analysis. On this basis, the problems in salary structure of Shenyang GM Hotel are summarized and put forward. The third part, the author puts forward suggestions for the redesign of salary structure of Shenyang GM Hotel on the basis of the above actual situation, in order to ensure scientific and reasonable, The author expounds the design ideas and principles that should be followed in the redesign proposal, then puts forward his own suggestions, and explains the proposed new salary structure. In order to ensure the smooth implementation and operation of the new salary structure proposed by the author, the author puts forward the implementation procedure for the salary structure of Shenyang GM Hotel and the relevant supporting measures to ensure the redesigned salary structure of GM Hotel. This paper deals with the whole process of salary structure redesign, using the scientific method of combining theoretical analysis and data analysis, hoping to provide some reference and reference to the construction and management of salary system of other hotels in China through case analysis.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F719
本文編號(hào)：2141360
[Abstract]:With the rapid development of the market economy in the 21st century, the competition among enterprises is becoming more and more fierce. Only if enterprises have excellent human resources, can they stand in an invincible position in the fierce competition. However, the acquisition of excellent human resources requires scientific human resource management, so enterprises should take the people as the basis while pursuing the maximum benefit, so as to prevent the loss of excellent employees. As we all know, salary management is the core content of human resource management. Reasonable and effective salary management can effectively stimulate the enthusiasm of employees, attract and retain outstanding talents, thus ensure the realization of enterprise goals and promote the development of enterprises. However, there are still many problems in modern enterprise compensation management, which is the weak link of modern enterprise human resource management. Most enterprises still use the traditional salary management system, the salary system structure is unreasonable, the salary incentive is insufficient and other problems seriously restrict the development of the enterprise. The design of compensation system is a necessary prerequisite and an important part of establishing an effective salary management system. Therefore, designing a scientific and reasonable compensation system is of great guiding and practical significance to the development of modern enterprises. This article takes GM Hotel as the research object, applies the human capital theory, the salary incentive theory, adopts the interview method and the questionnaire survey method, through carries on the investigation research and the data analysis to the GM hotel staff's salary structure. Find out the problems and reasons of the salary system of the hotel, combine the internal environment and the external environment influencing factors on the basis of the original salary structure of GM Hotel, This paper redesigns the compensation system of GM Hotel and puts forward the specific scheme of the redesign of the salary structure of the hotel. Specifically, this paper includes the following parts: first of all, the relevant basic theories of this study are summarized to lay a theoretical foundation for the subsequent practical research and suggestions; Then it is the investigation and analysis of the salary structure of GM Hotel in Shenyang in practice. In this part, Combined with the present situation of the whole hotel industry, the author makes a deep understanding and analysis of the present situation of Shenyang GM Hotel, especially the salary structure, and also makes an investigation on the salary satisfaction of GM Hotel, and carries on the relevant data analysis. On this basis, the problems in salary structure of Shenyang GM Hotel are summarized and put forward. The third part, the author puts forward suggestions for the redesign of salary structure of Shenyang GM Hotel on the basis of the above actual situation, in order to ensure scientific and reasonable, The author expounds the design ideas and principles that should be followed in the redesign proposal, then puts forward his own suggestions, and explains the proposed new salary structure. In order to ensure the smooth implementation and operation of the new salary structure proposed by the author, the author puts forward the implementation procedure for the salary structure of Shenyang GM Hotel and the relevant supporting measures to ensure the redesigned salary structure of GM Hotel. This paper deals with the whole process of salary structure redesign, using the scientific method of combining theoretical analysis and data analysis, hoping to provide some reference and reference to the construction and management of salary system of other hotels in China through case analysis.
【學(xué)位授予單位】：吉林大學(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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